HR &bAdministrative Issues in Emergency Mngnt and HS
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where_the_jobs_are_2007.pdf
where the jobs are m i s s i o n c r i t i c a l o p p o r t u n i t i e s f o r a m e r i c a
2 n d e d i t i o n — 2 0 0 7
Sponsored by:
Methodology/AcknowledgMentS ii
executive SuMMAry 1
where the jobS Are 2
federAl workforce trendS 2
the federAl workforce: An overview 3
helP wAnted: governMent’S hiring needS 5
toP AreAS where governMent iS hiring 6
SiZing uP the coMPetition 9
jobS by ProfeSSionAl field 11
Accounting And budget 12
AdMiniStrAtion/ProgrAM MAnAgeMent 13
biologicAl ScienceS 15
buSineSS And induStry 16
coMPliAnce And enforceMent 17
coMMunity PlAnning 19
educAtion 19
engineering 20
inforMAtion And ArtS 21
inforMAtion technology 22
legAl 24
librAry And ArchiveS 25
MAtheMAticS And StAtiSticS 26
MedicAl And Public heAlth 27
PAtent And trAdeMArk 28
PhySicAl ScienceS 29
quAlity ASSurAnce 30
Security And Protection 31
SociAl ScienceS 32
trAnSPortAtion 33
veterinAry Science 33
jobS by Agency/orgAniZAtion 35
Agency for internAtionAl develoPMent (uSAid) 36
broAdcASting boArd of governorS (bbg) 38
court ServiceS And offender SuPerviSion Agency (cSoSA) 40
dePArtMent of Agriculture (uSdA) 42
dePArtMent of coMMerce (doc) 44
dePArtMent of defenSe (dod) 46
dePArtMent of educAtion 48
dePArtMent of energy (doe) 50
dePArtMent of heAlth And huMAn ServiceS (hhS) 52
dePArtMent of hoMelAnd Security (dhS) 54
dePArtMent of houSing And urbAn develoPMent (hud) 56
dePArtMent of interior (doi) 58
dePArtMent of juStice (doj) 60
dePArtMent of lAbor (dol) 62
dePArtMent of StAte 64
dePArtMent of trAnSPortAtion (dot) 66
dePArtMent of treASury 68
dePArtMent of veterAnS AffAirS (vA) 70
environMentAl Protection AdMiniStrAtion (ePA) 72
equAl eMPloyMent oPPortunity coMMiSSion (eeoc) 74
federAl coMMunicAtionS coMMiSSion (fcc) 76
federAl dePoSit inSurAnce corPorAtion (fdic) 78
federAl trAde coMMiSSion (ftc) 80
generAl ServiceS AdMiniStrAtion (gSA) 82
governMent AccountAbility office (gAo) 84
nAtionAl AeronAuticS And SPAce AdMiniStrAtion (nASA) 86
nAtionAl ArchiveS And recordS AdMiniStrAtion (nArA) 88
nAtionAl lAbor relAtionS boArd (nlrb) 90
nAtionAl Science foundAtion (nSf) 92
nucleAr regulAtory coMMiSSion (nrc) 94
office of PerSonnel MAnAgeMent (oPM) 96
SecuritieS And exchAnge coMMiSSion (Sec) 98
SMAll buSineSS AdMiniStrAtion (SbA) 100
SociAl Security AdMiniStrAtion (SSA) 102
APPendix i: Projected hiring fy 2007-09 105
APPendix ii: federAl entry/intern ProgrAMS 106
APPendix iii: toP ten reASonS to chooSe A federAl job 107
APPendix iv: key StePS to finding A federAl job 108
ta b l e o f C o n t e n t s
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This report summarizes the federal government’s most critical hiring needs — by agency, occupation and skills — through September 2009. to compile these projections, the Partnership for Public Service surveyed 34 federal depart- ments, agencies and organizations (all of which have 1,000 or more employees). These organizations employ about 99 percent of all full-time permanent federal employees.
The data in this report were provided directly by the agencies and were supple- mented by our review of agencies’ strategic and recruitment plans. in some cases, we also used information from fedScope, the u.S. office of Personnel Management’s on-line database of federal workforce information. in a few instances, where agencies were unable to provide hiring projections, we pre- dicted hiring needs based on past experience. These cases are footnoted. unless otherwise indicated, all federal workforce statistics in the narrative portion of this report are fedScope, September 2006 data.
The professional fields listed in each agency profile are from the u.S. office of Personnel Management’s federal classification and job grading system. descrip- tions of each can be found on the pages listing jobs by professional field.
we also included data from our 2007 Best Places to Work in the Federal Govern- ment rankings for each agency in this report. The Best Places to Work rankings are based on the results of a government-wide survey of federal employees, and measure employee engagement and satisfaction in each federal agency. to view the complete rankings, go to: www.bestplacestowork.org.
The Partnership thanks the 34 participating agencies who spent time assem- bling the data in this report and responding to our questions on their workforce demographics, hiring projections, and recruitment priorities and programs. The Partnership also thanks careerbuilder.com for its generous financial support to update and expand Where the Jobs Are. finally, the Partnership is grateful to the division of occupational outlook Studies, u.S. bureau of labor Statistics, which was instrumental in providing and analyzing blS workforce data for this report and to the u.S. office of Personnel Management, for its assistance.
M e t h o d o l o g y / a C k n o w l e d g M e n t s
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e x e C u t i v e s u M M a r y
over the next two years, our largest federal agencies project that they will hire nearly 193,000 new workers for “mission-critical” jobs. while there are other federal jobs that will be filled during this time, including those in clerical and support positions, the jobs listed in this report constitute the bulk of our federal government’s hiring needs. These jobs cover almost every occupational field, will be available across the country and all of them advance the interests of the American people. This report confirms that no matter what your area of expertise, or where you live, if you are looking for a job where you can develop your professional skills and make a difference in the lives of others, the federal government has a job for you.
Almost 80 percent of these projected new mission-critical hires will be in five professional fields:
Security, Protection, compliance and enforcement (62,863 new hires)
Medical and Public health (35,350 new hires)
Accounting, budget and business (21,248 new hires)
engineering and Sciences (17,477 new hires)
Program Management/Analysis and Administration (14,305 new hires)
comparing this new information to the 2005 Where the Jobs Are report reveals some trends in federal hiring.
• The 2007 projections include large increases in compliance and enforcement hires (27,243, up from 6,760 in 2005). The increase is linked primarily to expanded customs, border security and immigration activities by the depart- ment of homeland Security.
• Agencies report dramatically increased demand for information technology (it) specialists. in 2007, two out of every three agencies list it as a mission- critical occupation and these agencies plan to hire 11,562 it professionals through 2009.
• demand for health care workers is up. Agencies project more than 35,000 hires in health care fields through 2009, compared to 25,756 in the 2005 survey.
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2.
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• The number of “accounting, budget and business” jobs is expected to increase significantly. This is likely due, at least in part, to increased demand for con- tracting specialists.
• other specific jobs with high demand through 2009 include air traffic con- trollers, engineers, foreign Service officers, and patent examiners.
• The federal demand for secretaries, administrative assistants and clerks con- tinues to decline.
in addition to sorting projected hires by occupational field, this report includes agency-by-agency hiring projections. it also provides background information for each agency, as well as information about hiring incentives such as student loan repayment, special internships and scholarships some agencies are using. The appendices include tips on how to obtain a federal job.
The 2005 version of this report was downloaded more than 150,000 times from the u.S. office of Personnel Management’s web site, and this updated and expanded edition should appeal to an even broader audience.
job seekers can use this report to identify what kinds of jobs will be available in their areas of expertise and what they need to do to land these jobs. federal managers can use it to gain a better understanding of their recruiting challenges. And policy makers can use it to identify which talent gaps must be filled to ensure our government can effectively serve the American people.
individuals seeking additional information about federal job opportunities can visit the Partnership for Public Service’s web sites www.makingthedifference. org and www.bestplacestowork.org. Specific job vacancies in all occupations are posted on www.uSAjobS.gov.
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f e d e r a l w o r k f o r c e t r e n d s
The federal government is the nation’s largest employer, but is not a monolithic organization. rather, the “federal government” actually consists of a diverse and complex set of hundreds of individual employers who compete for talent with the rest of the nation’s employers. Therefore, analyzing the federal government’s hiring needs also requires examining national demographic and employment trends.
P o P u l at i o n a n d d e m o g r a P h i c t r e n d s
According to the bureau of labor Statistics (blS), the u.S. population will increase by 23.9 million from 2004 through 2014.1 however, when compared to previous years, population growth is actually declining. And, the u.S. popu- lation is aging due to the large number of Americans who comprise the baby boomer generation.
The size of the u.S. workforce is also expected to grow at a slower pace. for ex- ample, in the 1970s the u.S. workforce grew by 2.6 percent annually; over the next several decades that rate is projected to be less than 0.6 percent.2 This will create tight labor markets and increasingly intense competition for talent.
As the chart shows, the largest percentage increase through 2014 will be among those age 55 and over (from 15.6 percent to 21.2 percent of the workforce). on the other hand, the percentage of workers age 35 to 54, the largest segment of the workforce, is projected to decline (from 47.4 percent to 42.5 percent). Therefore, the large number of “baby boomer” retirements in the near future will create talent shortages.
despite the relatively flat growth rate in the overall workforce, the increasing proportion of minorities and immigrants will produce more diverse workplaces, with Asians and hispanics the fastest growing groups. 3 while the percentage of immigrants filling u.S. jobs is increasing, almost all federal jobs require that the applicants be citizens, which means a significant portion of the civilian labor force is not available to the federal government.
1 bureau of labor Statistics, Occupational Outlook Handbook: Tomorrow’s Jobs, 2006-2007 editions. 2 u.S. department of labor, FY 2006-2011 Strategic Plan, September 2006, p. 3. 3 bureau of labor Statistics, Occupational Outlook Handbook: Tomorrow’s Jobs, 2006-2007 edition.
F u t u r e W o r k P l a c e s a n d W o r k F o r c e n e e d s
These population and demographic trends will result in fewer workers in the largest segments of the workforce (ages 35 to 54). both technological advances and globalization will also continue to shape our economic base, continuing the shift from manufacturing to an economy dominated by “knowledge workers.”4
This will place a premium on technical expertise as well as so-called “soft skills” such as reasoning, problem-solving, communication, and collaboration. future projections of the occupations with the largest job growth confirm this. from 2004 through 2014, the professional occupations projected to grow the most are information technology, mathematics, health care and health-related techni- cal occupations, education, training and library science. health care occupa- tions make up 12 of the 20 fastest growing occupations and computer-related occupations account for five.5
Many of the fastest growing occupations require degrees in fields where the united States used to dominate but is now lagging behind other countries, such as mathematics, engineering and the sciences. for example, u.S. 15-year-olds academically rank at, or near, the bottom compared to other organisation for economic co-operation development countries.6 A 2004 national Science foundation study found that the share of bachelor’s degrees awarded in the u.S. in the sciences and engineering had fallen from 36 percent in the late 1960s to 32 percent by 2001.7
4 karoly, lynn A. and constatnijn w.A. Panis, The 21st Century at Work: Forces Shaping the Future Work- force and Workplaces in the United States, rand corporation, 2004, xviii. 5 bureau of labor Statistics, Occupational Outlook Handbook: Tomorrow’s Jobs, 2006-2007 edition 6 organisation for economic co-operation and development (oecd), Learning for Tomorrow’s World: First Results from PISA 2003, Paris: oecd, 2004. 7 national Science foundation, Science and Engineering Indicators, 2004.
w h e r e t h e j o b s a r e
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t H e f e d e r a l w o r k f o r c e : a n o V e rV I e w
The federal government is the largest single employer in the united States, with almost 1.9 million civilian workers (excluding the quasi-independent Postal Service). About 1.6 million are full-time permanent employees. contrary to popular belief, five of six federal employees work outside the washington, d.c. metropolitan area, in locations across the u.S. and even abroad.
largest federal job concentrations outside Washington, d.c. area by city and state city/Metro Area State
1. norfolk-virginia beach-newport news 1. california
2. baltimore 2. virginia
3. Philadelphia 3. texas
4. Atlanta 4. Maryland
5. San diego 5. florida
6. new york city 6. georgia
7. chicago 7. Pennsylvania
8. Salt lake city-ogden 8. new york
9. oklahoma city 9. washington
10. los Angeles 10. illinois
federal employees work in 15 cabinet-level agencies; 20 large, independent agencies (defined as having more than 1,000 employees, and not including the Postal Service); and 80 small agencies (fewer than 1,000 employees). The departments of defense and veterans Affairs employ the largest numbers of permanent full-time civilians — 611,658 and 205,542, respectively.
The federal government’s workforce is diverse. About 17.6 percent of all fed- eral workers are African-Americans, 7.6 percent are hispanics, 5.2 percent are Asian/Pacific islanders and 1.9 percent are native Americans. Men make up 56 percent, and women constitute 44 percent of the federal workforce.8
8 office of Personnel Management, Report to Congress: Federal Equal Opportunity Recruitment Program, january, 2007.
25%
20%
15%
10%
5%
0% 16-24 25-34 35-44 45-54 55 and over
Age group
n 2004 n 2014
Source: blS tomorrow’s jobs, 2006-2007
Percent of labor force by age grouP
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t h e l o o m i n g r e t i r e m e n t W a v e
Much has been written about the expected wave of federal retirements, espe- cially among supervisors and managers. The average federal employee is 46 years old and getting older,9 and almost 60 percent of federal employees are older than 45, compared to 40 percent in the private sector.10 According to oPM and Partnership estimates, about 550,000 federal employees will leave the govern- ment in the next five years, the majority through retirement.
These retirements and turnover will create a significant number of job op- portunities. federal agencies will be competing for talent with the private and nonprofit sectors, and with state and local government, creating a very favorable environment for highly skilled job seekers.
turnover will affect some agencies and occupations more than others. for example, oPM’s projections through 2010 show a disproportionate number of workers will become retirement eligible at the department of housing and urban development (48.3 percent), the federal Aviation Administration (47.1 percent) and the Social Security Administration (40.0 percent). Therefore, it is not surprising that the predominant occupations in these three agencies — air traffic controllers, social insurance administrators, and general business and in- dustry specialists (e.g., claims representatives and contracting specialists) — also have the highest projected retirement rates through 2010.
Similar challenges exist in information technology (it). According to the federal government’s chief information officers council, the information technol- ogy community will be hard hit by a retirement wave between 2008 and 2010. consequently, it workers will find their skills in increasingly high demand.11
9 u.S. office of Personnel Management, The fact book, february 2006. 10 bureau of labor Statistics, The Employment Situation: September 2005, october 2005 and u.S. office of Personnel Management, fedScope September 2005, 11 cha, hahn, CIO Struggle to Attract Young IT Workforce, fcw.com, 4/2/07.
age distribution: Private sector vs. federal government
40%
35%
30%
25%
20%
15%
10%
5%
0% under 30 30-39 40-49 50 and over
Age
n federal government n Private Sector
Source: bureau of census, current Population Survey (cPS), Annual demographic file, March 2005
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H e l P w a n t e d : G o V e r n M e n t ’ s H I r I n G n e e d s
The federal government is not only the nation’s largest, but also its most di- versified employer, with positions in more than 2,000 separate job categories. More than 50 percent of federal employees work in professional, management, business and financial occupations, compared to only 29 percent in the private sector.12 Most federal work therefore involves analytical and technical skills, and the federal government has a higher percentage of college-educated employees than the private sector.
over the next several years, agencies will be recruiting knowledge-based workers to fill a wide variety of jobs. These opportunities, in a broad spectrum of agen- cies, are for those starting their careers, seeking a mid-career change or looking for “encore careers” after they retire from jobs in other sectors.
in the sections below, we describe the mission critical occupations identified by the 34 agencies with the largest projected hiring needs for fiscal years (fy) 2007 through 2009. These positions cover many different occupational areas. howev- er, the events of September 11, 2001, and the increased attention to homeland security continue to greatly influence the composition of our country’s federal workforce and its hiring needs.
occuPational groWth 2004-2014 (% increase)
key occupational Area/Position federal workforce total u.S. workforce
criminal investigations 24.6 16.4
computer Specialists 13.8 31.4
biological Scientists 9.4 17.0
engineers 8.4 13.4
Physicians 8.2 24.0
Management Analysis 4.0 20.1
Attorneys 4.0 15.0
Source: bureau of labor Statistics, job outlook 2004-2014, fall 2006
12 bureau of labor Statistics, Career Guide to Industries: Federal Government, Excluding the Postal Service, 2006-2007 edition.
educational attainment: Private sector vs. federal government
Post-graduate degree
bachelors degree
Associates degree
Some college
high School
less than high School
0% 5% 10% 15% 20% 25% 30% 35%
n federal government n Private Sector
Source: bureau of census, current Population Survey (cPS), Annual demographic file, March 2005
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to P a r e a s w H e r e G o V e r n M e n t I s H I r I n G
s e c u r i t y, P r o t e c t i o n , c o m P l i a n c e a n d e n F o r c e m e n t ( 6 2 , 8 6 3 n e W h i r e s )
This category ranks as the single largest area of projected hiring, as it did in the 2005 Where the Jobs Are report. occupations in this category include criminal and non-criminal investigators, inspectors, police officers, security and prison guards, airport screeners, customs and border patrol officers, immigration agents and intelligence analysts.
Moreover, federal hiring demand in this occupational category is even greater than what we are able to report. our projections do not include hiring data for the national Security Agency or the central intelligence Agency, because this information is confidential and unavailable to the public. both organizations are recruiting a new breed of intelligence staff — officers and analysts including those who speak Arabic, farsi and other Middle east languages.
Among the specific agencies where we do have hiring data, the department of homeland Security (dhS) will hire large numbers of people in this occupa- tional area over the next three years. dhS expects to hire more than 15,000 customs and border protection officers and border patrol agents, and 22,000 airport screeners across the nation.
The department of justice will also be hiring nearly 3,700 criminal investigators for the fbi and almost 4,400 correctional officers for the federal prison system.
The department of defense (dod), dhS, justice, nuclear regulatory com- mission (nrc) and treasury department also plan to hire more intelligence analysts, especially those with language proficiency. These agencies plan to fill 3,670 intelligence analyst positions.
in addition to dhS and justice, 10 other agencies reported plans to fill a total of more than 2,600 compliance and enforcement positions. These agencies over- see and administer many laws that affect employers, the workplace and workers. for example, these agencies enforce labor laws and environmental regulations, in addition to preventing waste, fraud and abuse in government programs.
m e d i c a l a n d P u b l i c h e a lt h ( 3 5 , 3 5 0 n e W h i r e s )
This group includes doctors, nurses, nursing assistants, pharmacists, medical technicians, occupational therapists and industrial hygienists.
As in the 2005 Where the Jobs Are survey, the department of veterans Affairs (vA) drives the demand in this occupational area by projecting that it will hire more than 28,000 employees through 2009 to staff its network of hospitals. dod and hhS also project hiring in this occupational area (3,767 and 3,447 respectively).
medical and Public health hiring Projections
PROFESSIONAL FIELD key occupational Area/Position
Agency Projected hires fy 2007-09
MEDIcAL AND PubLIc HEALtH
nurse (registered and practical)
vA 15,401
dod 2,975
hhS 1,089
Physician vA 5,174
hhS 744
dod 475
Pharmacist vA 1,847
dod 317
a c c o u n t i n g , b u d g e t a n d b u s i n e s s ( 2 1 , 2 4 8 n e W h i r e s )
This group includes accountants, auditors, budget and financial analysts, and contracting specialists.
The internal revenue Service (irS), within the department of treasury, is driv- ing hiring in this occupational category, as it did in 2005. irS will continue to hire revenue agents and tax examiners to step up enforcement activities — it plans to hire 4,600 tax examiners and 3,350 revenue agents through the end of fy 2009.
The department of defense projects that it will hire 6,841 contracting special- ists, and the general Services Administration will also hire 1,119 contracting professionals to oversee the government’s procurement of goods and services.
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The following agencies will also add new staff in this occupational area:
• The Securities and exchange commission will hire 266 accountants.
• The federal deposit insurance corporation will hire 150 accountants to sup- port its enforcement and oversight responsibilities.
• The departments of homeland Security and nASA plan to add a total of 1,524 new hires in all categories in this occupational area.
e n g i n e e r i n g a n d s c i e n c e s ( 1 7 , 4 7 7 h i r e s )
This category includes all engineering disciplines, as well as the biological, physi- cal and veterinary medical sciences.
engineers of all types will continue to be in demand by the department of de- fense, nuclear regulatory commission, nASA, and the departments of trans- portation and energy. The defense department projects that it will hire 7,652 engineers in various disciplines over the next three years, with the largest hiring for electrical and general engineers. nrc expects to hire up to 500 professionals in these fields annually for the next several years, primarily engineers and physi- cal scientists, in anticipation of increased applications for new nuclear reactors.
The threat of bioterrorism is also once again driving the demand for scientists. Specifically, the department of Agriculture projects hiring 2,462 new employees in biological sciences over the next three years and the department of home- land Security plans to hire 952 people in the field of agricultural science alone.
According to the bureau of labor Statistics, the federal government will account for more than 20 percent of all new u.S. jobs in the biological sciences field.
engineering and science hiring Projections
PROFESSIONAL FIELD Projected hires fy 2007-09
bIOLOgIcAL ScIENcES
4,479
ENgINEERINg
10,712
PHySIcAL ScIENcES
1,944
VEtERINARy ScIENcE
342
P r o g r a m m a n a g e m e n t / a n a ly s i s a n d a d m i n i s t r at i o n ( 1 4 , 3 0 5 n e W h i r e s )
This broad category includes program managers and skilled analysts who moni- tor program operations, and administrative staff.
Most hiring will be for project management and program analysis. for example, the government Accountability office (gAo), the federal agency charged by congress with evaluating the effectiveness of government operations, plans to hire 662 auditing analysts. Almost all of the other surveyed agencies reported that they will hire program analysts and support staff, with the highest demand at the department of justice (570), department of homeland Security (500), general Services Administration (474), department of health and human Services (395) and department of transportation (360).
o t h e r a r e a s o F i n c r e a s i n g a n d d e c l i n i n g d e m a n d
The federal Aviation Administration (fAA), a component of the department of transportation, has announced a ten-year initiative to hire and train 15,004 air traffic controllers across the country. faced with a retirement wave of controllers hired about 25 years ago and projections that a total of 1,395 air traffic control- lers will retire in 2007-08, the fAA has stepped up its hiring to ensure uninter- rupted air traffic operations. fAA plans to hire more than 4,300 controllers in the next three years at locations across the nation. The agency’s web site (www. faa.gov) lists the hiring locations.
The department of State and the u.S. Agency for international development will continue to expand their recruitment of foreign service officers and ca- reer staff to enhance diplomatic and reconstruction efforts. Specifically, State and uSAid anticipate hiring about 1,500 foreign service officers for consular, information management and security activities. They will hire nearly 2,000 career staff to handle the increased demand for passports and visas, as well as to support contracting, financial management and analytical activities.
The Patent and trademark office (Pto) will continue to increase the number of patent examiners to address the long-standing backlog of patent applications. to add to its already active hiring efforts in the past few years, Pto projects hir- ing more than 1,500 patent examiners over the next three years.
despite the demand for talent in many skill areas, technology and contracting will reduce the demand for clerical and support staff. for example, from 2004 to 2014, job opportunities for secretaries and administrative assistants are pro-
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jected to fall by 17.6 percent. Similarly, the demand for information and record clerks will decline by 14.6 percent.13
See individual agency listings for detailed information about each agency, its specific predominant occupations, average age of employees, anticipated retire- ments and other attrition, as well as its projected hires through September 2009. information regarding hiring priorities and recruitment/outreach programs is also included.
the toP ten: Projected hires by Professional field, fy 2007-2009
PROFESSIONAL FIELD Projected hires fy 2007-09
number of Agencies hiring
1 SEcuRIty AND PROtEctION
35,620 8
2 MEDIcAL AND PubLIc HEALtH
35,350 6
3 cOMPLIANcE AND ENFORcEMENt
27,243 12
4 ADMIN./PROgRAM MANAgEMENt
14,305 21
5 INFORMAtION tEcHNOLOgy
11,562 22
6 buSINESS AND INDuStRy
11,407 13
7 ENgINEERINg
10,712 13
8 AccOuNtINg AND buDgEt
9,841 12
9 LEgAL
9,691 18
10 SOcIAL ScIENcES
4,151 8
13 bureau of labor Statistics, Career Guide to Industries, Federal Government, Excluding the Postal Service, 2006-07 edition.
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s I Z I n G U P t H e c o M P e t I t I o n
federal government employees make up 2.1 percent of the nation’s workers, and federal employment is projected to grow by a total of 2.5 percent through 2014, the lowest rate of growth in any sector.14 however, increasing federal govern- ment turnover will require agencies to hire in large numbers, and many of the jobs it seeks to fill will also be in great demand in the private sector, and in state and local government. Therefore, skilled workers will likely be heavily recruited for these in-demand positions.
competition will be intense for professional and technical talent, especially in the sciences, engineering, health care and information technology fields, where America’s failure to graduate enough students has reduced the available pool of candidates.
for example, our federal government projects that in the next three years it will need to hire at least 10,712 engineers. over that same period, blS projects that there will be a demand for almost 170,000 engineers nationwide. despite this demand, the national Science foundation reports that fewer u.S. students are graduating with science and engineering degrees.15
nursing is also experiencing a similar labor market dynamic where demand exceeds supply. federal agencies need to hire a minimum of 20,000 nurses over the next three years; nationally, blS projects that there will be a demand for 360,900 nurses in this period.
The competition for nurses is already intense, with hospitals across the nation offering signing bonuses, student loan forgiveness and other incentives. com- petition is expected to become more severe as Americans live longer, creating greater demand for nurses and other medical personnel.
14 bureau of labor Statistics, Industry at a Glance, 4/10/07. 15 bureau of labor Statistics, daniel e. hecker, total civilian hiring Projections: “Occupations Employ- ment Projections to 2014” Monthly Labor Review, November 2005.
ta k i n g a c t i o n
The office of Personnel Management, the federal government’s central human resource agency, last year launched a national advertising campaign to attract candidates for federal jobs. individual federal agencies are also investing in marketing and promotion to publicize the many rewarding and challenging careers government offers. Agencies are streamlining their processes to reduce the time it takes to hire and are improving assessment practices to make sure they hire both faster and smarter. They are also increasingly using incentives such as recruitment bonuses and student loan repayments to attract top quality candidates. The individual agency profiles describe the use of these incentives, agency-by-agency, in 2005 and 2006.
The Partnership for Public Service supports these efforts to educate the public about the wide range of exciting and varied government career opportunities. for more information about opportunities in the federal government and how to ap- ply for them, see www.makingthedifference.org and www.bestplacestowork.org.
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a c c o U n t I n G a n d B U d G e t
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF EDucAtION (page 48)
Accounting 131 49 19
Auditing 112 45 44
financial Management 68 48 8
DEPARtMENt OF ENERgy (page 50)
budget Analysis 229 48 61
financial Analysis 88 50 33
DEPARtMENt OF HOMELAND SEcuRIty (page 54) … 741 46 260
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56) … 393 50 78
DEPARtMENt OF LAbOR (page 62) … 197 48 54
DEPARtMENt OF tRANSPORtAtION (page 66)
financial Management 780 48 300
DEPARtMENt OF tREASuRy (page 68)
Accounting 582 44 146
internal revenue Agent 13,172 43 3,350
tax examining 15,525 48 4,600
FEDERAL DEPOSIt INSuRANcE cORPORAtION (page 78)
financial institution examiner 2,195 … 150
gENERAL SERVIcES ADMINIStRAtION (page 82)
financial Management 1,060 45 249
gOVERNMENt AccOuNtAbILIty OFFIcE (page 84)
Auditing 240 41 119
NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86)
financial Management 745 45 104
SEcuRItIES AND EXcHANgE cOMMISSION (page 98)
Accounting 896 41 266
totAl … … 9,841
a c c o u n t i n g a n d b u d g e t
includes financial management/administration, accounting, auditing, revenue agent, tax special- ist and budget analysis.
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a d M I n I s t r at I o n / P r o G r a M M a n a G e M e n t
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
bROADcAStINg bOARD OF gOVERNORS (page 38) … 217 … 24a
DEPARtMENt OF AgRIcuLtuRE (page 42) general Administration Management 2,309 49 405 Management/Program Analysis 1,564 48 120 DEPARtMENt OF cOMMERcE (page 44) … 1,122 47 552 DEPARtMENt OF DEFENSE (page 46) logistics Management 13,113 50 3,188 DEPARtMENt OF EDucAtION (page 48) equal opportunity 268 52 30 human resources 45 50 19 Management/Program Analysis 966 47 108 DEPARtMENt OF ENERgy (page 50) human resources 262 49 81 DEPARtMENt OF HEALtH AND HuMAN SERVIcES (page 52) Public health 2,282 46 393 … 2,289 46 396 DEPARtMENt OF HOMELAND SEcuRIty (page 54) human resources 862 47 175a
Management/Program Analysis 2,830 47 500a
telecommunications 451 50 50a
training 241 50 90a
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56) general Administration Management 1,339 51 225 human resources 132 50 6 Management/Program Analysis 535 49 104 Support clerk/Assistant 699 49 878 DEPARtMENt OF JuStIcE (page 60) human resources 1,159 44 285 Management and Program Analysis 2,401 44 570 Miscellaneous Administration 4,254 46 1,175 Secretary/clerk/Assistant 6,425 43 1,402 DEPARtMENt OF LAbOR (page 62) grants Management 34 50 3 human resources 148 48 39
table continued on next page
a d m i n i s t r at i o n / P r o g r a m m a n a g e m e n t
includes human resources, equal employment opportunity, management/program analysis, telecommunications and a variety of clerical sup- port activities.
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a d M I n I s t r at I o n / P r o G r a M M a n a G e M e n t ( c o n t I n U e d )
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF tRANSPORtAtION (page 66) Program Management 595 51 360 DEPARtMENt OF tREASuRy (page 68) human resources 1,461 47 235 DEPARtMENt OF VEtERANS AFFAIRS (page 70) human resources 1,527 48 418 ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72) general Administrative Management 847 48 120 Management/Program Analysis 1,570 47 135 gENERAL SERVIcES ADMINIStRAtION (page 82) Analyst 1,816 41 662 gOVERNMENt AccOuNtAbILIty OFFIcE (page 84) Policy and Program Management 2,000 47 474 NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86) general Administrative Management 2,869 47 585 human resources 370 45 80 NAtIONAL ARcHIVES AND REcORDS ADMINIStRAtION (page 88) Management/Program Analysis 88 … 25 Secretary 59 … 8 NAtIONAL LAbOR RELAtIONS bOARD (page 90) labor-Management relations examiner 346 46 30 NAtIONAL ScIENcE FOuNDAtION (page 92) Administrative Manager 50 46 7 Program Assistant 66 42 7 Science Assistant 10 32 25 OFFIcE OF PERSONNEL MANAgEMENt (page 96) general Admin./Program Management 329 49 54 human resources 394 47 170 Management/Program Analysis 282 46 53 SMALL buSINESS ADMINIStRAtION (page 100) … 157 55 24 human resources 40 45 15 totAl … … 14,305
a fy 2007-2009 hiring figures are based on historical hiring data.
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B I o l o G I c a l s c I e n c e s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42)
biological technician/Specialist 6,783 46 771
forestry technician/Specialist 10,344 42 1,041
Soil conservation technician/Specialist 5,811 43 552
Soil Science 1,232 46 98
DEPARtMENt OF cOMMERcE (page 44)
fishery biology 935 46 159
DEPARtMENt OF HEALtH AND HuMAN SERVIcES (page 52)
general biology 2,333 45 378
Microbiology 1,069 48 102
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
Agriculture Science 2,006 42 942
Microbiology 7 54 10a
DEPARtMENt OF INtERIOR (page 58)
general biology 3,397 45 171
wildlife biology 1,045 45 75
ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72)
biology 885 50 165
toxicology 195 51 15
totAl … … 4,479
a fy 2007-2009 hiring figures are based on historical hiring data.
b i o l o g i c a l s c i e n c e s
includes microbiology, ecology, zoology, physi- ology, entomology, toxicology, botany, plant pathology and physiology, horticulture, genetics, soil science/conservation, forestry, fish and wild- life, animal science, ranger, and irrigation system operations.
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B U s I n e s s a n d I n d U s t r Y
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42) general business and industry 4,089 47 699 loan Specialist 4,093 47 365 DEPARtMENt OF cOMMERcE (page 44)
general business and industry 817 48 305 DEPARtMENt OF DEFENSE (page 46) contracting 18,677 48 6,841 DEPARtMENt OF EDucAtION (page 48) loan Analysis 245 50 32 DEPARtMENt OF ENERgy (page 50) contracting 402 48 175 DEPARtMENt OF HOMELAND SEcuRIty (page 54) contracting 822 47 1,000a
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56) business and industry Analysis 3,020 52 217 contracting 83 48 45 financial Analysis 240 51 20 Property Appraisal 109 54 21 DEPARtMENt OF INtERIOR (page 58) realty Management 810 50 57 DEPARtMENt OF tREASuRy (page 68) Procurement 459 47 195 ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72) contract/grant Specialist 490 45 90 gENERAL SERVIcES ADMINIStRAtION (page 82) Acquisition 2,835 45 873 realty Management 1,547 47 246 NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86) contracting 696 45 160 SMALL buSINESS ADMINIStRAtION (page 100) general business and industry 802 51 39 loan Specialists 195 50 27 totAl … … 11,407
a fy 2008-2009 hiring figures are based on historical hiring data.
b u s i n e s s a n d i n d u s t r y
includes contracting, property management, trade specialist, loan specialist and realty specialist.
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c o M P l I a n c e a n d e n f o r c e M e n t
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42)
Agricultural commodity grading 1,270 49 123
consumer Safety inspection 3,088 49 75
food inspection 3,315 45 633
DEPARtMENt OF cOMMERcE (page 44)
general compliance 232 42 78
DEPARtMENt OF EDucAtION (page 48)
criminal investigation 95 38 34
DEPARtMENt OF ENERgy (page 50)
environmental Protection 112 51 12
Safety and health Management 84 52 10
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
Adjudication officer 2,975 47 400b
Air interdiction (includes Pilots/Agents) 592 44 249
border Patrol Agent 12,350 36 9,884
criminal investigation 9,711 39 913
customs and border Protection officer 17,859 42 6,976
general investigation and compliancea 1,683 43 440
immigration Agent/inform. officer 3,173 40 712b
import Specialist 973 47 452
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56)
equal opportunity compliance 398 53 3
DEPARtMENt OF JuStIcE (page 60)
compliance inspection Support 1,078 45 67
criminal investigation 22,291 40 3,689
general inspection and investigation 3,067 41 778
c o m P l i a n c e a n d e n F o r c e m e n t
includes inspectors, investigators (including criminal), customs and border patrol and protec- tion, import specialist and customs inspection.
table continued on next page
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c o M P l I a n c e a n d e n f o r c e M e n t ( c o n t I n U e d )
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF LAbOR (page 62)
criminal investigation 159 40 33
equal opportunity compliance 452 50 51
gen. inspection, investigation and compliance 683 44 159
Mine inspection 1,241 54 252
Pension law/benefits Advising 207 46 51
Safety and health 824 51 126
wage-hour compliance 946 49 78
ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72)
environmental Protection Specialist 2,279 46 240
EQuAL EMPLOyMENt OPPORtuNIty cOMMISSION (page 74)
general investigation and inspection 741 49 62
Mediation 84 53 3
OFFIcE OF PERSONNEL MANAgEMENt (page 96)
criminal investigation 24 39 11
general investigation and inspection 1,608 46 625
SEcuRItIES AND EXcHANgE cOMMISSION (page 98)
Securities compliance examination 173 35 24
totAl … … 27,243
a includes deportation officer, detention and deportation officer, detention enforcement officer (instruction) and law enforcement Specialist. b fy 2008-2009 hiring figures are based on historical hiring data.
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c o M M U n I t Y P l a n n I n G
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF tRANSPORtAtION (page 66) … 223 44 75
c o m m u n i t y P l a n n i n g
includes urban and rural community planning professionals, traffic engineers, traffic flow plan- ners, transportation and mass transit planning, and land use analysis.
e d U c at I o n
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF EDucAtION (page 48)
education Program Specialist 341 52 51
education research Analysis 43 52 13
vocational rehabilitation Specialist 42 51 8
DEPARtMENt OF INtERIOR (page 58)
teacher 1,527 50 192
totAl … … 264
e d u c at i o n
includes education, training and vocational rehabilitation.
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e n G I n e e r I n G AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
bROADcAStINg bOARD OF gOVERNORS (page 38) … 95 … 8a
DEPARtMENt OF cOMMERcE (page 44)
electrical engineering 328 49 65
DEPARtMENt OF DEFENSE (page 46)
civil engineering 6,152 47 1,091
computer engineering 2,889 40 1,082
electronics engineering 16,835 45 3,541
general engineering 10,910 48 1,938
DEPARtMENt OF ENERgy (page 50)
general, electrical and nuclear engineering 2,819 49 403
DEPARtMENt OF HOMELAND SEcuRIty (page 54) … 857 51 87
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56)
construction Analysis 120 56 3
general engineering 73 54 6
DEPARtMENt OF INtERIOR (page 58)
civil engineering 963 47 36
DEPARtMENt OF LAbOR (page 62)
Mining engineering 226 49 42
DEPARtMENt OF tRANSPORtAtION (page 66) … 5,434 47 900
ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72)
environmental engineering 1,898 47 120
FEDERAL cOMMuNIcAtIONS cOMMISSION (page 76) … 266 49 33
e n g i n e e r i n g
includes all disciplines of engineering and archi- tecture.
table continued on next page
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I n f o r M at I o n a n d a r t s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
bROADcAStINg bOARD OF gOVERNORS (page 38)
Audiovisual Production 156 … 45
general Arts and information 857 … 200
writing/editing 69 … 7
DEPARtMENt OF DEFENSE (page 46)
language Specialist 106 51 73
NAtIONAL ARcHIVES AND REcORDS ADMINIStRAtION (page 88)
general Arts and information 108 … 35
totAl … … 360
i n F o r m at i o n a n d a r t s
includes public affairs, writing/editing, audiovi- sual, museum curator and interior design.
e n G I n e e r I n G ( c o n t I n U e d )
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86)
Aerospace engineering 4,199 45 417
computer engineering 961 45 50
electronics engineering 825 46 53
general engineering 2,781 47 266
Materials engineering 248 46 21
NucLEAR REguLAtORy cOMMISSION (page 94) … 1,556 47 550
totAl … … 10,679
a fy 2007-2009 hiring figures are based on historical hiring data.
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I n f o r M at I o n t e c H n o l o G Y
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42) … 3,493 48 407
DEPARtMENt OF cOMMERcE (page 44) … 3,353 46 607
DEPARtMENt OF DEFENSE (page 46) … 27,539 48 7,419
DEPARtMENt OF EDucAtION (page 48) … 203 45 49
DEPARtMENt OF ENERgy (page 50) … 573 49 112
DEPARtMENt OF HEALtH AND HuMAN SERVIcES (page 52) … 2,358 47 318
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
(includes computer Science) 1,670 48 406
DEPARtMENt OF HOuSINg AND uRbAN DEVELOPMENt (page 56) … 231 50 15
DEPARtMENt OF JuStIcE (page 60) … 2,726 44 532
DEPARtMENt OF LAbOR (page 62) … 393 47 63
DEPARtMENt OF tRANSPORtAtION (page 66) … 2,004 47 180
DEPARtMENt OF tREASuRy (page 68) … 6,226 47 930
ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72) … 630 47 45
FEDERAL DEPOSIt INSuRANcE cORPORAtION (page 78) … 276 … 10
gENERAL SERVIcES ADMINIStRAtION (page 82) … 1,025 48 162
i n F o r m at i o n t e c h n o l o g y
includes systems analysis, security, applica- tion software, data management and network services.
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I n f o r M at I o n t e c H n o l o G Y ( c o n t I n U e d )
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
gENERAL AccOuNtAbILIty OFFIcE (page 84)
it, computer Science and telecommunications 297 43 118
NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86) … 341 46 55
NAtIONAL ARcHIVES AND REcORDS ADMINIStRAtION (page 88) … 104 … 37
NAtIONAL ScIENcE FOuNDAtION (page 92)
Program/technology Specialist 29 42 1
NucLEAR REguLAtORy cOMMISSION (page 94) … 129 48 40
OFFIcE OF PERSONNEL MANAgEMENt (page 96) … 162 48 20
SMALL buSINESS ADMINIStRAtION (page 100) … 118 45 36
SOcIAL SEcuRIty ADMINIStRAtION (page 102) … 3,686 47 …a
totAl … … 11,562
a total number of annual hires is dependent on appropriations.
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l e G a l
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF cOMMERcE (page 44)
Attorney 872 42 172
DEPARtMENt OF EDucAtION (page 48)
Attorney 300 45 67
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
Attorney 1,363 44 505
DEPARtMENt OF HOuSINg AN uRbAN DEVELOPMENt (page 56)
Attorney 380 47 21
Paralegal 73 50 18
DEPARtMENt OF JuStIcE (page 60)
Attorney 8,503 45 1,624
legal Assistance 2,673 44 645
Paralegal 1,941 44 411
DEPARtMENt OF LAbOR (page 62)
Attorney 426 48 60
claims examination 1,241 47 387
DEPARtMENt OF tRANSPORtAtION (page 66) … 696 47 180
DEPARtMENt OF tREASuRy (page 68)
Attorney 2,142 48 427
contact representative 13,012 48 3,725
DEPARtMENt OF VEtERANS AFFAIRS (page 70)
claims examining 6,495 44 850a
ENVIRONMENtAL PROtEctION ADMINIStRAtION (page 72)
Attorney 1,060 46 60
EQuAL EMPLOyMENt OPPORtuNIty cOMMISSION (page 74)
Attorney 479 46 39
FEDERAL cOMMuNIcAtIONS cOMMISSION (page 76)
Attorney 476 46 75
FEDERAL DEPOSIt INSuRANcE cORPORAtION (page 78)
Attorney 237 … 4
l e g a l
includes attorney, contact representative, parale- gal, passport/visa examining and claims examin- ing/assistance.
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l I B r a r Y a n d a r c H I V e s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
NAtIONAL ARcHIVES AND REcORDS ADMINIStRAtION (page 88)
Archives technician 1,249 … 150
Archivist 307 … 15
totAl … … 165
l i b r a r y a n d a r c h i v e s
includes librarian and archivist.
l e G a l ( c o n t I n U e d )
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
FEDERAL tRADE cOMMISSION (page 80)
Attorney 547 44 44
gOVERNMENt AccOuNtAbILIty OFFIcE (page 84)
Attorney 142 45 24
NAtIONAL LAbOR RELAtIONS bOARD (page 90)
Attorney 680 48 45
NucLEAR REguLAtORy cOMMISSION (page 94)
Attorney 86 48 15
OFFIcE OF PERSONNEL MANAgEMENt (page 96)
contact representative 204 48 12
retirement claims Specialist 333 48 23
SEcuRItIES AND EXcHANgE cOMMISSION (page 98)
Attorney 1,350 41 258
totAl … … 9,691
a hiring projection for fy 2007 and 2008 only.
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M at H e M at I c s a n d s tat I s t I c s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42)
Statistician 567 42 66
DEPARtMENt OF cOMMERcE (page 44) … 1,867 41 1,098
DEPARtMENt OF LAbOR (page 62)
Mathematical Statistician 160 46 30
totAl … … 1,194
m at h e m at i c s a n d s tat i s t i c s
includes mathematics, actuarial science, statistics and computer science.
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AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 42)
consumer Safety 268 48 3
dietitian/nutritionist 125 48 24
DEPARtMENt OF DEFENSE (page 46)
nurse 4,805 49 2,975
Pharmacist 560 49 317
Physician 796 54 475
DEPARtMENt OF ENERgy (page 50)
industrial hygiene 26 51 5
DEPARtMENt OF HEALtH AND HuMAN SERVIcES (page 52)
consumer Safety 2,030 46 303
general health Science 2,846 48 666
health insurance 2,198 47 363
nurse 2,583 48 1,089
Physician 2,195 48 744
Program Management 150 52 45
Social Science 1,053 50 237
DEPARtMENt OF LAbOR (page 62)
industrial hygiene 442 48 63
DEPARtMENt OF VEtERANS AFFAIRS (page 70)
diagnostic radiology technologist 2,365 45 696
Medical records technician 1,979 48 511
Medical technology 3,742 48 848
nursing Assistant 8,729 46 3,564
Pharmacist 4,401 44 1,847
Physician 10,672 50 5,174
Practical nurse (lPn/vn) 10,367 47 4,080
registered nurse 36,695 49 11,321
totAl … … 35,350
m e d i c a l a n d P u b l i c h e a lt h
includes physician (all disciplines), nursing, di- etician/nutrition, occupational and rehabilitation therapy, radiology, pharmacy, industrial hygiene and consumer safety.
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P at e n t a n d t r a d e M a r k
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF cOMMERcE (page 44)
Patent examining 5,714 38 1,575
P at e n t a n d t r a d e m a r k
includes patent examining.
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P H Y s I c a l s c I e n c e s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF cOMMERcE (page 44)
chemistry 254 47 45
general Physical Science 771 48 208
hydrology 296 46 42
Meteorology 2,679 43 266
Physics 353 48 91
DEPARtMENt OF HEALtH AND HuMAN SERVIcES (page 52)
chemistry 1,471 51 234
general Physical Sciences 84 51 34
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
(includes chemist and Physicist) 202 47 100a
DEPARtMENt OF ENERgy (page 50) … 858 52 78
DEPARtMENt OF INtERIOR (page 58)
geology 932 51 63
hydrology 1,622 46 93
DEPARtMENt OF tRANSPORtAtION (page 66)
Scientist 369 48 150
ENVIRONMENtAL PROtEctION AgENcy (page 72)
environmental Science 2,237 47 180
NAtIONAL AERONAutIcS AND SPAcE ADMINIStRAtION (page 86)
(includes Physical and Space Scientists ) 978 52 95
NAtIONAL ScIENcE FOuNDAtION (page 92)
Program director 212 56 130
NucLEAR REguLAtORy cOMMISSION (page 94) … 405 48 135
totAl … … 1,944
a fy 2007-2009 hiring figures are based on historical hiring data.
P h y s i c a l s c i e n c e s
includes physics, chemistry, astronomy, geol- ogy, oceanography, food/textile/forest products technology and land surveying.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
q U a l I t Y a s s U r a n c e
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF DEFENSE (page 46) … 7,627 52 1,679
DEPARtMENt OF ENERgy (page 50) … 43 54 5
totAl … … 1,684
Q u a l i t y a s s u r a n c e
includes inspection/quality assurance of ma- terials, facilities, and process; and agricultural grading.
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s e c U r I t Y a n d P r o t e c t I o n
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF DEFENSE (page 46)
foreign Affairs 220 46 123
intelligence Analysis 4,399 46 2,185
international relations 109 49 57
Security Administration 5,421 48 2,521
DEPARtMENt OF HOMELAND SEcuRIty (page 54)
Asylum officer 365 47 150b
contact representative 182 46 105b
intelligence Analysis 984 45 300b
Police officer 1,691 37 562
Security Administration 1,230 46 300b
transportation Security officer 37,249 41 22,329c
DEPARtMENt OF INtERIOR (page 58)
Park ranger 3,731 44 261
DEPARtMENt OF JuStIcE (page 60)
correctional officer 16,477 37 4,361
intelligence Analysisa 3,127 40 1,035
Security Administration 814 44 213
DEPARtMENt OF tREASuRy (page 68)
intelligence Analysisa 153 43 95
DEPARtMENt OF VEtERANS AFFAIRS (page 70)
Police officer 2,552 44 929
NucLEAR REguLAtORy cOMMISSION (page 94) … 105 46 55
OFFIcE OF PERSONNEL MANAgEMENt (page 96)
Personnel Security Specialist 38 43 39
totAl … … 35,620
a intelligence Analysis is classified under the Social Science family of occupations by the office of Personnel Management’s (oPM) classification guide, but it is listed under Security and Protection as that is more descriptive of the duties. b fy 2007-2009 hiring figures are based on historical hiring data. c fy 2008-2009 hiring figures are based on historical hiring data.
s e c u r i t y a n d P r o t e c t i o n
includes intelligence analysis, international rela- tions, foreign affairs, security administration, transportation security officer, park ranger, cor- rectional officer and police officer.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
s o c I a l s c I e n c e s
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
cOuRt SERVIcES AND OFFENDER SuPERVISION AgENcy (page 40)
criminal justice 795 36 150
DEPARtMENt OF cOMMERcE (page 44)
economics 516 43 146
DEPARtMENt OF JuStIcE (page 60)
general Social Sciences 1,807 40 225
DEPARtMENt OF LAbOR (page 62)
economics 1,322 41 285
unemployment insurance 67 54 12
workforce development 571 52 111
DEPARtMENt OF tREASuRy (page 68)
economics 462 44 189
FEDERAL cOMMuNIcAtIONS cOMMISSION (page 76)
economics 57 52 3
FEDERAL DEPOSIt INSuRANcE cORPORAtION (page 78)
economics 60 … 5
FEDERAL tRADE cOMMISSION (page 80)
economics 77 46 18
OFFIcE OF PERSONNEL MANAgEMENt (page 96)
research Psychology 43 42 7
SOcIAL SEcuRIty ADMINIStRAtION (page 102)
claims representative/Authorizer 27,798 46 2,000a
Service/teleservice contact representative 10,839 44 1,000a
totAl … … 4,151
a fy 2007-2009 hiring figures are based on historical hiring data. total number of annual hires is dependent on appropriations.
s o c i a l s c i e n c e s
includes economics, workforce training/develop- ment, social work, recreation activities, and pub- lic welfare and insurance programs (e.g., unem- ployment insurance). Also includes intelligence analysis which this study lists under security and protection.
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V e t e r I n a r Y s c I e n c e
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF AgRIcuLtuRE (page 24)
veterinarian 1,622 52 342
t r a n s P o r tat I o n
AgENcy/ORgANIZAtION key occupational Area/Position
# of employees 9/30/2006
Average Age
Projected hires fy 2007-09
DEPARtMENt OF tRANSPORtAtION (page 66)
transportation industry Analyst 122 47 75
transportation Safetya 23,982 46 4,300b
transportation Specialist 6,887 48 450
totAl … … 4,825
a includes air traffic control, highway motor, railroad and aviation safety. b The federal Aviation Administration plans to hire 15,004 air traffic controllers from fy 2006 through 2016.
t r a n s P o r tat i o n
includes transportation analysis and safety, in- cluding air traffic controller.
v e t e r i n a r y s c i e n c e
includes veterinarian and animal health.
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pa r t n e r s h i p f o r p u b l i c s e rv i c e
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a g e n c y m i s s i o n
creates a more secure, democratic and prosperous world for the benefit of the American people and the international community. helps build and sustain democratic, well-governed states that respond to the needs of their people, reduce widespread poverty and conduct themselves responsibly in the international system.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
2,4131
b e s t P l a c e s r a n k i n g
The Agency for international development ranked 21st out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 61.1.
d i v e r s i t y P r o F i l e
Male: 49%
female: 51%
white: 66%
African-American: 24%
hispanic: 4%
Asian/Pacific islander: 6%
native American: 0.2%
l o c at i o n s
• headquarters in washington, d.c.
• 80 missions worldwide.
F u t u r e h i r i n g P r i o r i t i e s
The Agency for international development will hire both foreign service officers and civil service person- nel at the entry and mid-levels. civil service recruit- ment will be for the following occupational areas: contracting, health sciences, financial management, human resources and management/program analysis.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
uSAid recently developed a comprehensive recruit- ment outreach strategy which will be implemented this year. This strategy includes redesigning its career page on the uSAid web site and utilizing recruit- ment incentives, such as recruitment bonuses and a student loan repayment program, should funding permit.
W e b s i t e s
www.uSAid.gov www.uSAid.gov/careers
a g e n C y f o r i n t e r n at i o n a l d e v e l o p M e n t ( u s a i d )
1 includes 200 temporary foreign service employees.
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a G e n c Y f o r I n t e r n at I o n a l d e V e l o P M e n t
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
Civil Service
contracting, health Sciences, Program/ Management Analysis, human resources and financial Management 1,115 47 245 22% 356 32% 187 191 190
Foreign Service … 1,114 48 356 32% 501 45% 146 140 190
totAl … … 601 27% 857 38% 333 331 380
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Promotes and sustains freedom and democracy by broadcasting accurate and objective news and information about the united States and the world to audiences overseas.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
1,741 plus 400 foreign service nationals employed overseas
b e s t P l a c e s r a n k i n g
The broadcasting board of governors ranked 30th out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 43.0.
d i v e r s i t y P r o F i l e
( e x c l u d e s F o r e i g n s e rv i c e n at i o n a l s )
Male: 62.3%
female: 37.7%
white: 55.7%
African-American: 20.3%
hispanic: 9.5%
Asian/Pacific islander: 14.3%
native American: 0.2%
l o c at i o n s
• headquarters: washington, d.c.
• other locations worldwide
F u t u r e h i r i n g P r i o r i t i e s
The broadcasting board of governors requires strong journalistic skill sets, including expertise in writing for radio, television and internet as well as on-air tal- ent and skilled interviewers and producers. broad- casters must be fluent in both the targeted language and english. bbg also seeks television producers, studio technicians, engineers, marketing, financial, procurement, human resources and other business professionals. The agency hires at both the entry and mid-career levels, and utilizes the Presidential Management fellows Program and various internship programs.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
recruitment efforts have been expanded by develop- ing new partnerships with universities and profes- sional organizations. The importance of the agency’s mission is being emphasized in all outreach activities, as well as advertisements. vacancy announcements and the agency web pages have been revamped to be clearer, more attractive, and user friendly.
W e b s i t e s
www.ibb.gov www.ibb.gov/jobs/
b r o a d C a s t i n g b o a r d o f g o v e r n o r s ( b b g )
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B r o a d c a s t I n G B o a r d o f G o V e r n o r s
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13) … 217 … … … … … 39 16 24a
ENgINEERINg (page 20) … 95 … … … … … 30 9 8a
INFORMAtION AND ARtS (page 21)
Audiovisual Production 156 … … … … … 22 30 45
general Arts and information 857 … … … … … 149 127 200
writing/editing 69 … … … … … 12 4 7
totAl … … … … … … 252 186 284
a fy 2007-2009 hiring figures are based on historical hiring data.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
a g e n c y m i s s i o n
increases public safety, prevents crime, reduces recidi- vism and supports the fair administration of justice in close collaboration with the community.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
1,129
b e s t P l a c e s r a n k i n g
The court Services and offender Supervision Agency ranked 26th out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 55.7.
d i v e r s i t y P r o F i l e
Male: 36.5%
female: 63.5%
white: 12.8%
African-American: 81.5%
hispanic: 3.9%
Asian/Pacific islander: 1.6%
native American: 0.2%
l o c at i o n s
headquarters: washington, d.c.
F u t u r e h i r i n g P r i o r i t i e s
The court Services and offender Supervision Agency will continue to emphasize the hiring of criminal justice professionals in washington, d.c.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
cSoSA has as a stated priority to attract more white male and female candidates. A ten minute recruit- ment dvd was developed to get the word out about this relatively young agency. Specific colleges and uni- versities that had criminal justice programs received this dvd in the hopes of informing and orienting them and their students about career opportunities with cSoSA. in addition, the agency participates in numerous job fairs at universities and colleges.
W e b s i t e s
www.csosa.gov
C o u r t s e r v i C e s a n d o f f e n d e r s u p e r v i s i o n a g e n C y ( C s o s a )
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c o U r t s e rV I c e s a n d o f f e n d e r s U P e rV I s I o n a G e n c Y
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
SOcIAL ScIENcE (page 32)
criminal justice 795 36 26 3% 75 9% 99 196 150
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
a g e n c y m i s s i o n
Provides leadership on food, agriculture, natural resources, rural development and related issues based on sound public policy, the best available science and efficient management.
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85,236
b e s t P l a c e s r a n k i n g
The department of Agriculture ranked 17th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 61.6.
d i v e r s i t y P r o F i l e
Male: 56.6%
female: 43.4%
white: 78.1%
African-American: 10.9%
hispanic: 6.0%
Asian/Pacific islander: 7.6%
native American: 2.4%
l o c at i o n s
• headquarters: washington, d.c.
• Administrative offices: Maryland and virginia. Additional offices located nationwide and throughout the world.
• highest concentration of uSdA employees: california, district of columbia, oregon, Missouri, texas, Maryland, colorado, Montana, louisiana and idaho.
F u t u r e h i r i n g P r i o r i t i e s
The department of Agriculture has an aging work- force with over 40 percent of its permanent employ- ees eligible to retire each year for the next five years. At the end of fy 2006, 38 percent of the workforce was 50 years of age or older, and only 29 percent was less than 40 years of age. only 12 percent of its work- force is in washington, d.c., with the remaining employees serving in locations elsewhere throughout the country and in more than 50 foreign countries.
uSdA will focus its recruitment efforts on filling highly skilled positions to protect the safety of the food supply, and prepare for and respond to both animal-based and human-based pandemics. Priority hiring will be in the following occupational areas: information technology, public health, veterinary medicine, resource conservation, business develop- ment, and scientific and economic research.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
uSdA is actively developing a recruitment plan to target underrepresentation and skill gaps in key oc- cupational areas. it participates in various job fairs and works with professional organizations to recruit high potential candidates. The agency has been a lead federal employer in the hiring of college students with disabilities and is participating in providing internships to native Americans. dot also utilizes the Presidential Management fellows Program, ca- reer intern Program and other student employment programs to provide career opportunities for high potential candidates.
uSdA uses a wide variety of flexibilities to attract candidates, including the use of recruitment bonuses and student loan repayments. in fy 2005 it granted 130 recruitment bonuses totaling over $861,000. in fy 2005 and 2006 it approved 37 student loan repayments amounting to more than $233,000.
W e b s i t e s
www.usda.gov www.usda.gov/da/employ
d e pa r t M e n t o f a g r i C u lt u r e ( u s d a )
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d e P a r t M e n t o f a G r I c U lt U r e
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
general Administration Management 2,309 49 478 21% 836 36% 372 270 405
Management/Program Analysis 1,564 48 293 19% 551 35% 242 80 120
bIOLOgIcAL ScIENcES (page 15)
biological technician/Specialist 6,783 46 931 14% 1,832 27% 743 514 771
forestry technician/Specialist 10,344 42 1,090 11% 2,070 20% 1,795 694 1,041
Soil conservation technician/Specialist 5,811 43 686 12% 1,337 23% 567 368 552
Soil Science 1,232 46 223 18% 389 32% 155 65 98
buSINESS AND INDuStRy (page 16)
general business and industry 4,089 47 575 14% 1,114 27% 565 466 699
loan Specialist 4,093 47 560 14% 1,155 28% 498 243 365
cOMPLIANcE AND ENFORcEMENt (page 17)
Agricultural commodity grading 1,270 49 277 22% 512 40% 273 82 123
consumer Safety inspection 3,088 49 717 23% 1,058 34% 386 50 75
food inspection 3,315 45 262 8% 502 15% 396 422 633
INFORMAtION tEcHNOLOgy (page 22) … 3,493 48 515 15% 1,045 30% 500 271 407
MAtHEMAtIcS AND StAtIStIcS (page 26)
Statistician 567 42 91 16% 142 25% 50 44 66
MEDIcAL AND PubLIc HEALtH (page 27)
consumer Safety 268 48 48 18% 70 26% 21 1 3
dietitian/nutritionist 125 48 24 19% 44 35% 8 16 24
VEtERINARy ScIENcE (page 33)
veterinarian 1,622 52 366 23% 580 36% 250 228 342
totAl … … 7,136 14% 13,237 26% 6,821 3,814 5,724
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Promotes economic growth and security through ex- port growth, sustainable economic development and economic information and analysis. it also conducts the national census, regulates patents and trademarks, and monitors the weather and oceans.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
31,764
b e s t P l a c e s r a n k i n g
The department of commerce ranked 12th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 63.5.
d i v e r s i t y P r o F i l e
Male: 52.6%
female: 47.4%
white: 70.2%
African-American: 16.6%
hispanic: 4.0%
Asian/Pacific islander: 8.6%
native American: 0.7%
l o c at i o n s
• headquarters: washington, d.c.
• national oceanic and Atmospheric Administration (noAA), census, and international trade Administration (itA) offices nationwide.
• highest concentration of doc employees: Maryland, virginia, district of columbia, indiana, washington, colorado, california, florida, Alaska and Massachusetts.
F u t u r e h i r i n g P r i o r i t i e s
The department of commerce could lose one-sixth of its current workforce to retirement by 2008. doc’s recruitment and retention Plan identifies hiring that must take place through 2012 to replace departing employees. The most extensive recruitment efforts are directed toward the following occupational areas: information technology (including computer scientists), mathematics/statistics, chemistry, hydrol- ogy, physics, patent examining, trade specialists, electrical engineers, compliance professionals, general business and industry professionals, and attorneys.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
doc is developing more comprehensive college outreach relations and partnerships. These include educating faculty and students about doc’s work and career opportunities by sponsoring career days on campuses, participating in job/career fairs, and developing a cadre of trained corporate recruiters using corporate marketing materials focused on the theme “change the world Through commerce” and “realize your dreams.” in an effort to boost mid- level recruiting, doc is working to better coordinate and partner with trade associations, professional societies and alumni organizations in an effort to at- tract experienced candidates. The agency is also using a wide variety of flexibilities to attract candidates, including offering recruitment bonuses and student loan repayments. during fy 2006, doc offered almost $3 million in recruitment incentives, reten- tion incentives, relocation incentives and student loan repayments.
W e b s i t e s
www.commerce.gov www.commerce.gov/jobs.html
d e pa r t M e n t o f C o M M e r C e ( d o C )
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d e P a r t M e n t o f c o M M e r c e
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN. / PROgRAM MANAgEMENt (page 13) … 1,122 47 212 19% 345 31% 334 263 552
bIOLOgIcAL ScIENcES (page 15)
fishery biology 935 46 131 14% 215 23% 103 101 159
buSINESS AND INDuStRy (page 16)
general business and industry 817 48 137 17% 229 28% 209 112 305
cOMPLIANcE AND ENFORcEMENt (page 17)
general compliance 232 42 10 4% 25 11% 47 28 78
ENgINEERINg (page 20)
electrical engineering 328 49 59 18% 87 27% 41 28 65
INFORMAtION tEcHNOLOgy (page 22) … 3,353 46 379 11% 688 21% 356 373 607
LEgAL (page 24)
Attorney 872 42 52 6% 90 10% 106 237 172
MAtHEMAtIcS AND StAtIStIcS (page 26) … 1,867 41 177 10% 333 18% 307 355 1,098
PAtENt AND tRADEMARK (page 28)
Patent examining 5,714 38 193 3% 292 5% 892 2,151 1,575
PHySIcAL ScIENcES (page 29)
chemistry 254 47 54 21% 81 32% 43 52 45
general Physical Science 771 48 135 18% 205 27% 105 112 208
hydrology 296 46 40 14% 61 21% 20 5 42
Meteorology 2,679 43 274 10% 478 18% 160 151 266
Physics 353 48 69 20% 104 30% 65 56 91
SOcIAL ScIENcES (page 32)
economics 516 43 70 14% 107 21% 93 85 146
totAl … … 1,992 10% 3,340 17% 2,881 4,109 5,409
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Protects and advances the security and interests of the united States, deters aggressors and, if deterrence fails, defeats any adversary.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
611,658
b e s t P l a c e s r a n k i n g
The department of defense ranked 13th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 62.9.
d i v e r s i t y P r o F i l e
Male: 65.4%
female: 34.6%
white: 72.8%
African-American: 14.3%
hispanic: 6.1%
Asian/Pacific islander: 5.9%
native American: 0.9%
l o c at i o n s
• headquarters: Arlington, virginia at the Pentagon.
• The department of defense has offices and installations in every state in the country, and in 146 countries around the world.
F u t u r e h i r i n g P r i o r i t i e s
As the largest federal employer, the department of defense hires for both white and blue collar posi- tions. dod has prioritized its hiring to fill critical skill sets including language, medical, engineering information technology, contracting and logistics management specialists. in addition to hiring in these priority areas, dod will be actively recruiting for many other occupational fields.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
to offset the potential brain drain due to impending retirements, dod has adopted a number of pro- grams designed to identify and prepare top quality candidates for the challenging work of the depart- ment. Along with a very active student employment program, dod has adopted a number of specialized programs.
• The national Security education Program (nSeP) provides funding opportunities to u.S. students studying world regions critical to u.S. interests, including international relations, languages and culture. This program is an integral component in the department’s ability to attract individuals with high levels of language proficiency. other activities to attract those with foreign language expertise include: recruiting at colleges and universities; working with other strategic partners; launching a new web site showcasing this need; providing
foreign language proficiency pay; listing available scholarships and fellowships on the dod web site; and paying for academic degrees, and language and regional expertise training.
• The Science, Mathematics and research for transformation (SMArt) Program is designed to increase critical science, mathematical and engineering skills by providing scholarships for students to pursue academic degrees in these disciplines.
• The Student training and Academic recruitment (StAr) pilot program utilizes students to represent dod on campus and promote it as a potential employer with many career opportunities.
• dod provided $4,818,492 to 1,077 employees in student loan repayments in fy 2005, followed by $4,601,756 to 1,383 workers in fy 2006.
• in fy 2005 dod provided 1,331 individuals with $11,350,138 in recruitment bonuses.
W e b s i t e s
www.dod.gov www.go-defense.com
d e pa r t M e n t o f d e f e n s e ( d o d )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
logistics Management 13,113 50 1,868 14% 3,650 28% 1,874 2,066 3,188
buSINESS AND INDuStRy (page 16)
contracting 18,677 48 2,507 13% 5,001 27% 3,558 4,438 6,841
ENgINEERINg (page 20)
civil engineering 6,152 47 971 16% 1,669 27% 859 704 1,091
computer engineering 2,889 40 124 4% 249 9% 274 712 1,082
electronics engineering 16,835 45 1,882 11% 2,954 18% 1,748 2,363 3,541
general engineering 10,910 48 1,674 15% 2,712 25% 1,395 1,269 1,938
INFORMAtION AND ARtS (page 21)
language Specialist 106 51 16 15% 30 28% 29 23 73
INFORMAtION tEcHNOLOgy (page 22) … 27,539 48 3,321 12% 6,669 24% 4,618 4,834 7,419
MEDIcAL AND PubLIc HEALtH (page 27)
nurse 4,805 49 390 8% 857 18% 1,289 1,966 2,975
Pharmacist 560 49 66 12% 128 23% 146 214 317
Physician 796 54 149 19% 264 33% 154 311 475
QuALIty ASSuRANcE (page 30) … 7,627 52 1,489 20% 2,791 37% 1,076 1,090 1,679
SEcuRIty AND PROtEctION (page 31)
foreign Affairs 220 46 20 9% 37 17% 43 64 123
intelligence Analysis 4,399 46 337 8% 659 15% 808 1,439 2,185
international relations 109 49 18 17% 26 24% 23 34 57
Security Administration 5,421 48 561 10% 1,094 20% 1,107 1,665 2,521
totAl … … 15,393 13% 28,790 24% 19,001 23,192 35,505
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Promotes student achievement and preparation for global competitiveness by fostering educational excel- lence and ensuring equal access.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
3,803
b e s t P l a c e s r a n k i n g
The department of education ranked 28th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 52.1.
d i v e r s i t y P r o F i l e
Male: 37.0%
female: 63.0%
white: 55.2%
African-American: 35.8%
hispanic: 4.1%
Asian/Pacific islander: 4.1%
native American: 0.8%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: boston, new york, Philadelphia, Atlanta, chicago, dallas, kansas city, denver, San francisco and Seattle.
• highest concentration of employees: district of columbia (more than half ), illinois, california, texas and Pennsylvania.
F u t u r e h i r i n g P r i o r i t i e s
over the next few years, the department of edu- cation will focus its recruitment efforts on filling vacancies in several key occupations. These include vocational rehabilitation specialists, loan analysts, financial analysts, education program specialists, attorneys, information technology personnel and management/program analysts.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The department of education places special attention to reaching out to diverse communities to inform them of the many career opportunities available at the department of education. outreach efforts include attending job fairs and conferences, and conducting information sessions at various professional schools and universities. to help attract top quality candi- dates, 23 student loan repayments were approved in fy 2005 and 2006 for a total of more than $103,000 and one $7,000 recruitment bonus was approved during the same period.
W e b s i t e s
www.ed.gov www.ed.gov/about/jobs/open/edhires
d e pa r t M e n t o f e d u C at i o n
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d e P a r t M e n t o f e d U c at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12)
Accounting 131 49 19 15% 39 30% 23 20 19
Auditing 112 45 15 13% 27 24% 32 26 44
financial Management 68 48 13 19% 25 37% 21 7 8
ADMIN./PROgRAM MANAgEMENt (page 13)
equal opportunity 268 52 87 32% 139 52% 45 4 30
human resources 45 50 12 27% 20 44% 15 14 19
Management/Program Analysis 966 47 171 18% 297 31% 176 67 108
buSINESS AND INDuStRy (page 16)
loan Analysis 245 50 46 19% 91 37% 52 8 32
cOMPLIANcE AND ENFORcEMENt (page 17)
criminal investigation 95 38 12 13% 23 24% 13 32 34
EDucAtION (page 19)
education Program Specialist 341 52 105 31% 166 49% 53 44 51
education research Analysis 43 52 11 26% 17 40% 8 2 13
vocational rehabilitation Specialist 42 51 8 19% 13 31% 35 8 8
INFORMAtION tEcHNOLOgy (page 22) … 203 45 21 10% 37 18% 49 39 49
LEgAL (page 24)
Attorney 300 45 36 12% 67 22% 45 39 67
totAl … … 556 19% 961 34% 567 310 482
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
a g e n c y m i s s i o n
discovers the solutions to power and secure America’s future.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
13,293
b e s t P l a c e s r a n k i n g
The department of energy ranked 20th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 60.9.
d i v e r s i t y P r o F i l e
Male: 37.1%
female: 62.9%
white: 76.9%
African-American: 10.0%
hispanic: 6.7%
Asian/Pacific islander: 4.4%
native American: 1.7%
l o c at i o n s
• headquarters: washington, d.c.
• highest concentration of doe employees: district of columbia, washington, oregon, new Mexico, Maryland, colorado, tennessee, california, South carolina and idaho.
F u t u r e h i r i n g P r i o r i t i e s
The department of energy’s future hiring priorities will focus on the recruitment of engineers, financial analysts and information technology specialists. A recent assessment of critical skills, both in the field and headquarters, identified these occupations as the highest priorities. hiring in these occupational areas will feed the pipeline for project management (in various occupational specialties), contract manage- ment, information technology project management and technical qualifications program (safety and support at nuclear facilities), all of which support the core work of the agency. hiring will be at various grade levels throughout the country.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The doe Scholar Program introduces students or recent college graduates to the agency’s mission and operations. opportunities are available at entry and mid-levels in a variety of disciplines and facilities nationwide. disciplines include engineering, physical sciences, environmental sciences, information tech- nology, physics, program management, mathematics, statistics, safety and health, accounting and finance, and law. The Scholar Program includes paid intern- ships, fellowships, scholarships and research opportu- nities. to qualify, applicants must have at least a 2.9 out of 4.0 gPA.
to assist in attracting top quality candidates, doe granted 53 recruitment bonuses totaling nearly $410,000 in fy 2005, and 95 student loan repay- ments totaling a little over $550,000 during fy 2005 and 2006.
W e b s i t e s
www.energy.gov www.orise.orau.gov/doescholars/
d e pa r t M e n t o f e n e r g y ( d o e )
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d e P a r t M e n t o f e n e r G Y
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12)
budget Analysis 229 48 45 20% 74 32% 30 26 61
financial Analysis 88 50 24 27% 34 39% 9 11 33
ADMIN./PROgRAM MANAgEMENt (page 13)
human resources 262 49 60 23% 93 35% 39 64 81
buSINESS AND INDuStRy (page 16)
contracting 402 48 99 25% 163 41% 80 103 175
cOMPLIANcE AND ENFORcEMENt (page 17)
environmental Protection 112 51 25 22% 41 37% 16 7 12
Safety and health Management 84 52 20 24% 38 45% 11 4 10
ENgINEERINg (page 20)
general, electrical and nuclear engineering 2,819 49 526 19% 830 29% 383 262 403
INFORMAtION tEcHNOLOgy (page 22) … 573 49 95 17% 179 31% 97 61 112
MEDIcAL AND PubLIc HEALtH (page 27)
industrial hygiene 26 51 8 31% 12 46% 9 2 5
PHySIcAL ScIENcES (page 29) … 858 52 237 28% 354 41% 122 71 78
QuALIty ASSuRANcE (page 30) … 43 54 6 14% 17 40% 5 1 5
totAl … … 1,145 21% 1,835 33% 801 612 975
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
a g e n c y m i s s i o n
Protects the health and welfare of all Americans and provides essential human services; administers Medi- care and Medicaid and manages programs that pro- vide financial assistance and services to low-income families; engages in health and social science research; ensures food and drug safety; prevents diseases, including immunization services for emergencies and potential terrorism; and ensures that health informa- tion technology is established to ensure a comprehen- sive medical system.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
53,783
b e s t P l a c e s r a n k i n g
The department of health and human Services ranked 18th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 61.3.
d i v e r s i t y P r o F i l e
Male: 37%
female: 63%
white: 52%
African-American: 19%
hispanic: 4%
Asian/Pacific islander: 7%
native American: 18%
l o c at i o n s
• headquarters: washington, d.c.
• Major sub-units: Maryland and georgia.
• hhS regional offices: 10 cities nationwide, including Seattle, dallas, San francisco, new york and chicago.
• highest concentration of hhS employees: Maryland, georgia, Arizona, new Mexico, district of columbia, oklahoma and california.
F u t u r e h i r i n g P r i o r i t i e s
key department of health and human Services occupations are in the health and scientific fields throughout the country. There is increasing demand for physicians and biologists due to the expanded focus on preventing bioterrorism.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
hhS also has instituted extensive efforts to partner with universities, participate in job fairs and market career opportunities targeted to attracting scientific and health professionals. to enhance its pipeline, hhS utilizes several employment programs to at- tract top quality candidates and future leaders. The emerging leaders Program (elP) recruits high potential employees and provides fast track develop- ment highlighting leadership and business skills. The program hires interns with a variety of backgrounds for effective analysis and execution of hhS programs. occupational fields recruited for include administra- tion, information technology, public health, biologi- cal sciences and social sciences. The health resources and Services Administration Scholars Program provides another opportunity for high potential candidates to participate in a 12-month training and development program which may lead to permanent positions upon successful completion.
W e b s i t e s
www.hhs.gov www.hhs.gov/careers
d e pa r t M e n t o f h e a lt h a n d h u M a n s e r v i C e s ( h h s )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-10a
ADMIN./PROgRAM MANAgEMENt (page 13)
Public health 2,282 46 224 10% 352 15% 289 323 393 … 2,289 46 297 13% 501 22% 326 246 396
bIOLOgIcAL ScIENcES (page 15)
general biology 2,333 45 137 6% 199 9% 217 393 378
Microbiology 1,069 48 113 11% 176 16% 84 78 102
INFORMAtION tEcHNOLOgy (page 22) … 2,358 47 257 11% 422 18% 307 224 318
MEDIcAL AND PubLIc HEALtH (page 27)
consumer Safety 2,030 46 297 15% 417 21% 252 77 303
general health Science 2,846 48 140 5% 244 9% 251 488 666
health insurance 2,198 47 381 17% 565 26% 315 413 363
nurse 2,583 48 116 4% 219 8% 722 747 1,089
Physician 2,195 48 69 3% 98 4% 418 538 744
Program Management 150 52 41 27% 51 34% 30 12 45
Social Science 1,053 50 223 21% 295 28% 182 157 237
PHySIcAL ScIENcES (page 29)
chemistry 1,471 51 261 18% 422 29% 190 102 234
general Physical Sciences 84 51 27 32% 35 42% 12 4 34
totAl … … 2,583 10% 3,996 16% 3,595 3,802 5,302
a The projected hires for hhS are for fy 2007-10. All other agencies in this guide have projections for fy 2007-09.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
leads a national effort to secure America, prevents and deters terrorist attacks, protects against and responds to threats to the nation, ensures safe and secure borders, and welcomes lawful immigrants and visitors.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
128,791
b e s t P l a c e s r a n k i n g
The department of homeland Security ranked 29th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 49.8.
d i v e r s i t y P r o F i l e
Male: 69.3%
female: 30.8%
white: 61.1%
African-American: 14.4%
hispanic: 18.9%
Asian/Pacific islander: 4.1%
native American: 0.8%
l o c at i o n s
• headquarters: washington, d.c.
• offices nationwide and overseas.
• highest concentration of dhS employees: texas, california, florida, district of columbia, new york, virginia, Arizona, illinois, new jersey and georgia.
F u t u r e h i r i n g P r i o r i t i e s
The department of homeland Security will be doing extensive hiring in the next three years. key occu- pational areas that will be the focus of hiring in the washington, d.c., metropolitan area are contracting and information technology specialists at all grade levels. hiring for the following positions will be for locations nationwide at various grade levels: border patrol agents, customs and border protection officers, agriculture specialists, pilots, adjudication officers, attorneys, intelligence analysts, criminal investigators, deportation officers, immigration enforcement agents and transportation security officers. The majority of recruitment activities will focus on enhancing border and air security with the hiring of significant numbers of border patrol agents, customs and border protec- tion officers, and transportation security officers (airport screeners).
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
corporate recruitment material has been developed to raise awareness about dhS, its mission, compo- nent programs, career opportunities and employment benefits. to develop a talented and diverse applicant pool, the agency has participated in numerous college recruitment events, national conferences and career fairs. dhS also has partnered with minority-servicing institutions and veterans’ organizations to reach mi- nority, military and disabled communities. to address the anticipated shortage of intelligence, information technology, finance, contracting and human resource professionals, dhS intends to implement an intern program to develop a talented cadre of candidates.
to assist in the recruitment of top quality candidates, dhS approved seven recruitment bonuses for a total of $89,000 during May to december 2005, and 21 bonuses totaling $279,000 in fy 2006. during fy 2005 and 2006, dhS also provided 35 employees with student loan repayments totaling more than $320,000.
W e b s i t e s
www.dhs.gov www.dhs.gov/xabout/careers
d e pa r t M e n t o f h o M e l a n d s e C u r i t y ( d h s )
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d e P a r t M e n t o f H o M e l a n d s e c U r I t Y
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12) … 741 46 110 15% 189 26% 128 138 260 ADMIN./PROgRAM MANAgEMENt (page 13) human resources 862 47 132 15% 246 29% 201 152 175b
Management/Program Analysis 2,830 47 336 12% 626 22% 315 428 500b
telecommunications 451 50 75 17% 130 29% 50 40 50b
training 241 50 29 12% 63 26% 27 63 90b
bIOLOgIcAL ScIENcES (page 15) Agriculture Science 2,006 42 107 5% 215 11% 280 836 942 Microbiology 7 54 1 14% 2 29% 1 7 10b
buSINESS AND INDuStRy (page 16) contracting 822 47 86 11% 194 24% 167 331 1,000c
cOMPLIANcE AND ENFORcEMENt (page 17) Adjudication officer 2,975 47 371 13% 688 23% 214 193 400c
Air interdiction (includes Pilots/Agents) 592 44 93 16% 186 31% 17 18 249 border Patrol Agent 12,350 36 484 4% 1,136 9% 1,029 2,649 9,884 criminal investigation 9,711 39 986 10% 1,809 19% 858 513 913 customs and border Protection officer 17,859 42 1,329 7% 2,529 14% 1,505 2,234 6,976 general investigation and compliancea 1,683 43 122 7% 297 18% 85 67 440 immigration Agent/inform. officer 3,173 40 195 6% 422 13% 198 481 712c
import Specialist 973 47 209 22% 329 34% 113 17 452 ENgINEERINg (page 20) … 857 51 163 19% 270 32% 64 81 87 INFORMAtION tEcHNOLOgy (page 22) (includes computer Science) 1,670 48 202 12% 377 23% 191 270 406 LEgAL (page 24) Attorney 1,363 44 107 8% 196 14% 148 241 505 PHySIcAL ScIENcES (page 29) (includes chemist and Physicist) 202 47 38 19% 58 29% 27 36 100b
SEcuRIty AND PROtEctION (page 31) Asylum officer 365 47 37 10% 77 21% 44 50 150b
contact representative 182 46 15 8% 34 19% 28 35 105b
intelligence Analysis 984 45 87 9% 163 17% 134 221 300b
Police officer 1,691 37 127 8% 228 14% 140 65 562 Security Administration 1,230 46 94 8% 217 18% 150 238 300b
transportation Security officer 37,249 41 858 2% 3,617 10% 12,216 7,294 22,329c
totAl … … 6,393 6% 14,298 14% 18,330 16,698 47,897
a includes deportation officer, detention and deportation officer, detention enforcement officer (instruction) and law enforcement Specialist. b fy 2007-2009 hiring figures are based on historical hiring data. c fy 2008-2009 hiring figures are based on historical hiring data.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
increases homeownership; supports community de- velopment; and increases access to affordable housing, free from discrimination.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
9,415
b e s t P l a c e s r a n k i n g
The department of housing and urban develop- ment ranked 23rd out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 57.2.
d i v e r s i t y P r o F i l e
Male: 39.2%
female: 60.8%
white: 49.2%
African-American: 38.0%
hispanic: 7.3%
Asian/Pacific islander: 4.4%
native American: 1.1%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: boston, new york, Philadelphia, Atlanta, chicago, fort worth, kansas city, denver, San francisco and Seattle.
• highest concentration of employees: district of columbia, california, texas, new york, illinois, georgia and Pennsylvania.
F u t u r e h i r i n g P r i o r i t i e s
The department of housing and urban develop- ment’s hiring priorities will be in four major pro- gram areas: community planning and development, housing, fair housing and equal opportunity, and public/indian housing. Specific occupational areas that will be in demand are program management and financial analysts; community planning and develop- ment professionals; equal opportunity compliance specialists; appraisers; grants managers; and housing program specialists.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
hud anticipates significant use of the federal career intern Program and the Presidential Management fellows Program to replace staff losses. The agency also participates in oPM-sponsored job fairs that are held throughout the country. hud has not granted any recruitment bonuses in fy 2005 and 2006, but expects to use recruitment bonuses beginning in fy 2008. Also, hud has approved 431 student loan repayments totaling nearly $800,000.
W e b s i t e s
www.hud.gov www.hud.gov/jobs/index.cfm
d e pa r t M e n t o f h o u s i n g a n d u r b a n d e v e l o p M e n t ( h u d )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12) … 393 50 191 49% 237 60% 54 53 78
ADMIN./PROgRAM MANAgEMENt (page 13)
general Administration Management 1,339 51 636 47% 789 59% 245 141 225
human resources 132 50 78 59% 94 71% 23 4 6
Management/Program Analysis 535 49 249 47% 301 56% 65 51 104
Support clerk/Assistant 699 49 278 40% 394 56% 476 549 878
buSINESS AND INDuStRy (page 16)
business and industry Analysis 3,020 52 1,553 51% 1,995 66% 377 139 217
contracting 83 48 36 43% 47 57% 33 30 45
financial Analysis 240 51 135 56% 160 67% 35 12 20
Property Appraisal 109 54 47 43% 64 59% 22 12 21
cOMPLIANcE AND ENFORcEMENt (page 17)
equal opportunity compliance 398 53 208 52% 270 68% 51 2 3
ENgINEERINg (page 20)
construction Analysis 120 56 74 62% 91 76% 19 3 3
general engineering 73 54 43 59% 52 71% 7 4 6
INFORMAtION tEcHNOLOgy (page 22) … 231 50 97 42% 131 57% 53 11 15
LEgAL (page 24)
Attorney 380 47 125 33% 174 46% 45 15 21
Paralegal 73 50 27 37% 43 59% 11 11 18
totAl … … 3,777 48% 4,842 62% 1,516 1,037 1,660
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Preserves the environmental and cultural values of our nationally-owned public lands and resources and oversees native American affairs.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
56,745
b e s t P l a c e s r a n k i n g
The department of the interior ranked 22nd out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 59.1.
d i v e r s i t y P r o F i l e
Male: 60.7%
female: 39.3%
white: 74.4%
African-American: 5.9%
hispanic: 5.2%
Asian/Pacific islander: 2.2%
native American: 12.3%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: Anchorage, omaha, denver, oakland, Philadelphia, Atlanta and washington, d.c.
• highest concentration of doi employees: colorado, california, virginia, district of columbia, new Mexico, Arizona, oregon, Alaska, washington and idaho.
F u t u r e h i r i n g P r i o r i t i e s
The department of interior manages the second largest number of facilities, only behind the depart- ment of defense. it is upgrading the skills required for those in the scientific occupational areas. in the next several years doi will focus its efforts to recruit biologists, hydrologists and geologists. challenges fac- ing the agency include attracting professionals from the petroleum industry and employees with geo-sci- ences background as there are few graduates in these fields and it is difficult to compete with higher paying private sector jobs.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
doi has a decentralized hiring program; however, all bureaus work together on special recruitment programs. it is developing more compelling recruit- ment materials to better market the work of doi and its impact on the public. diversity recruitment is a major priority and a number of doi bureaus have successfully developed internship programs with an emphasis on targeting women and minorities. doi is expanding its outreach efforts by more aggressively partnering with minority associations and partici- pating in job and career fairs. to assist in attract- ing candidates to doi, the agency has granted 43 recruitment bonuses in fy 2005 and 2006 totaling nearly $310,000.
W e b s i t e s
www.doi.gov www.doi.gov/hrm/doijobs.html
d e pa r t M e n t o f i n t e r i o r ( d o i )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2006a
total hires fy 2006a
Projected hires fy 2007-09
bIOLOgIcAL ScIENcES (page 15)
general biology 3,397 45 351 10% 871 26% 302 132 171
wildlife biology 1,045 45 113 11% 271 26% 94 20 75
buSINESS AND INDuStRy (page 16)
realty Management 810 50 151 19% 341 42% 73 16 57
EDucAtION (page 19)
teacher 1,527 50 216 14% 501 33% 199 8 192
ENgINEERINg (page 20)
civil engineering 963 47 122 13% 287 30% 74 37 36
PHySIcAL ScIENcES (page 29)
geology 932 51 225 24% 476 51% 86 23 63
hydrology 1,622 46 152 9% 445 27% 112 20 93
SEcuRIty AND PROtEctION (page 31)
Park ranger 3,731 44 528 14% 1,117 30% 376 114 261
totAl … … 1,858 13% 4,309 31% 1,316 370 948
a doi’s key occupational areas were identified and tracked in fy 2006; therefore, separation and hiring data for fy 2005 are not available.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
a g e n c y m i s s i o n
leads foreign and domestic counterterrorism; enforc- es federal laws; provides legal advice to the President and to all federal agencies; investigates federal crimes and prosecutes violators; operates the federal prison system; and ensures the civil rights of all Americans.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
103,479
b e s t P l a c e s r a n k i n g
The department of justice ranked 5th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 69.0.
d i v e r s i t y P r o F i l e
Male: 60.9%
female: 39.1%
white: 69.5%
African-American: 17.5%
hispanic: 8.9%
Asian/Pacific islander: 3.1%
native American: 0.8%
l o c at i o n s
• headquarters: washington, d.c.
• doj components including federal bureau of investigation (fbi); drug enforcement Agency (deA); Alcohol, tobacco and firearms (Atf); u.S. Marshals Service; and bureau of Prisons are located nationwide.
• highest concentration of doj employees: district of columbia, illinois, texas, georgia, california, florida, Pennsylvania, new york, virginia and kentucky.
F u t u r e h i r i n g P r i o r i t i e s
The department of justice continues to recruit ac- tively for the following positions: (1) compliance and law enforcement (criminal investigators, correctional officers, and staff for the bureau of Prisons); (2) legal (attorneys and paralegals); (3) intelligence analysts; and (4) administrative support staff. doj is experi- encing a six percent or lower attrition rate annually.
hiring challenges continue to be related to combat- ing terrorism. filling positions that require foreign language and intelligence analysis expertise, as well as fbi counterterrorism agents, remains a priority.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
doj has identified workforce skills gaps and fu- ture skill needs. These efforts guide its recruitment and outreach efforts. Throughout the department, components use a variety of recruitment and outreach strategies to effectively target diverse and talented individuals for key occupational areas.
doj continues to review its recruitment processes and reports on recruitment “best practices” within the agency. The use of automation is being emphasized to more effectively target recruitment efforts and reduce the time it takes to hire new employees.
to attract the best talent, doj makes extensive use of pay and recruitment flexibilities. in fy 2005 and 2006, doj provided 750 recruitment incentives totaling more than $6.5 million. in that same period, doj granted 3,073 student loan repayments totaling more than $27 million, making it the leader within the federal government in its use of the Student loan repayment Program.
W e b s i t e s
www.usdoj.gov www.usdoj.gov/06employment/06_1.html
d e pa r t M e n t o f j u s t i C e ( d o j )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
human resources 1,159 44 122 11% 289 25% 225 146 285
Management/Program Analysis 2,401 44 281 12% 547 23% 234 233 570
Miscellaneous Administration 4,254 46 613 14% 1,141 27% 781 540 1,175
Secretary/clerk/Assistant 6,425 43 771 12% 1,307 20% 790 1,081 1,402
cOMPLIANcE AND ENFORcEMENt (page 17)
compliance inspection Support 1,078 45 177 16% 278 26% 91 38 67
criminal investigation 22,291 40 2,238 10% 4,561 20% 1,616 2,015 3,689
general inspection and investigation 3,067 41 309 10% 524 17% 276 477 778
INFORMAtION tEcHNOLOgy (page 22) … 2,726 44 258 9% 483 18% 279 311 532
LEgAL (page 24)
Attorney 8,503 45 1,124 13% 1,806 21% 1,286 1,219 1,624
legal Assistance 2,673 44 289 11% 507 19% 582 502 645
Paralegal 1,941 44 241 12% 443 23% 353 275 411
SEcuRIty AND PROtEctION (page 31)
corrections Administration 1,668 45 252 15% 603 36% 237 4 0
correctional officer 16,477 37 418 3% 1,407 9% 1,821 3,421 4,361
intelligence Analysisa 3,127 40 245 8% 455 15% 295 1,028 1,035
Security Administration 814 44 86 11% 169 21% 72 101 213
SOcIAL ScIENcES (page 32)
general Social Sciences 1,807 40 86 5% 246 14% 159 39 225
totAl … … 7,510 9% 14,766 18% 9,097 11,430 17,012
a intelligence Analysis is classified under the Social Science family of occupations by the office of Personnel Management’s (oPM) classification guide, but it is listed under Security and Protection as that is more descriptive of the duties.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
a g e n c y m i s s i o n
Promotes the welfare of job seekers, wage earners and retirees of the united States by improving their working conditions, advancing their opportunities for profitable employment and protecting benefits.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
14,764
b e s t P l a c e s r a n k i n g
The department of labor ranked 15th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 61.9.
d i v e r s i t y P r o F i l e
Male: 49.9%
female: 50.1%
white: 65.0%
African-American: 23.0%
hispanic: 6.8%
Asian/Pacific islander: 4.6%
native American: 0.6%
l o c at i o n s
• headquarters: washington, d.c.
• field offices: Seven cities nationwide including Philadelphia, San francisco, boston and Atlanta.
• highest concentration of dol employees: district of columbia, texas, west virginia, Pennsylvania, california, illinois, new york, georgia, florida and virginia.
F u t u r e h i r i n g P r i o r i t i e s
within the next five years, 63 percent of senior executives and 54 percent of managers will be eligible to retire. Therefore, developing and filling for these positions is a top priority. in addition, dol will seek to recruit for various compliance and enforcement positions, as well as economists and claims examiners.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
dol has launched a competency/skills assessment initiative, including development of a skills gap in- ventory and management competencies. its targeted recruitment efforts are designed to address areas where there are identified skill gaps. dol engages in outreach to colleges, universities and business schools, and special interest organizations. innovative market- ing materials have been developed to better explain the range of careers dol has to offer. An MbA fellows Program has been in effect since fy 2003 to respond to the need to recruit and develop future managers with business skills. An honors Program is being utilized for attorneys with exemplary records who are completing law school or judicial clerk- ships. to assist in its recruitment efforts, dol has granted 52 recruitment bonuses totaling more than $440,000, and 29 student loan repayments totaling more than $115,000 in fy 2005 and 2006.
W e b s i t e s
www.dol.gov www.jobs.dol.gov
d e pa r t M e n t o f l a b o r ( d o l )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12) … 197 48 24 12% 51 26% 43 16 54
ADMIN./PROgRAM MANAgEMENt (page 13)
grants Management 34 50 10 29% 14 41% 11 6 3
human resources 148 48 32 22% 51 34% 36 32 39
cOMPLIANcE AND ENFORcEMENt (page 17)
criminal investigation 159 40 14 9% 25 16% 30 15 33
equal opportunity compliance 452 50 88 19% 137 30% 106 42 51
gen. inspection, investigation and compliance 683 44 81 12% 129 19% 114 121 159
Mine inspection 1,241 54 216 17% 438 35% 241 241 252
Pension law/benefits Advising 207 46 31 15% 47 23% 50 52 51
Safety and health 824 51 181 22% 313 38% 102 50 126
wage-hour compliance 946 49 188 20% 304 32% 108 51 78
ENgINEERINg (page 20)
Mining engineering 226 49 49 22% 67 30% 21 26 42
INFORMAtION tEcHNOLOgy (page 22) … 393 47 48 12% 87 22% 47 52 63
LEgAL (page 24)
Attorney 426 48 83 19% 133 31% 65 24 60
claims examination 1,241 47 143 12% 281 23% 186 338 387
MAtHEMAtIcS/StAtIStIcS (page 26)
Mathematical Statistician 160 46 28 18% 46 29% 15 22 30
MEDIcAL AND PubLIc HEALtH (page 27)
industrial hygiene 442 48 67 15% 116 26% 44 15 63
SOcIAL ScIENcES (page 32)
economics 1,322 41 169 13% 258 20% 181 232 285
unemployment insurance 67 54 19 28% 28 42% 22 13 12
workforce development 571 52 120 21% 201 35% 163 116 111
totAl … … 1,591 16% 2,726 28% 1,585 1,464 1,899
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
creates a more secure, democratic and prosperous world for the benefit of the American people and the international community. conducts the nation’s foreign affairs and diplomatic initiatives; oversees the nation’s embassies and consulates; issues passports; monitors u.S. interests abroad; and represents the u.S. before international organizations.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
18,8771
b e s t P l a c e s r a n k i n g
The department of State ranked 6th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 67.9.
d i v e r s i t y P r o F i l e ( c a r e e r s e rv i c e )
Male: 56.0%
female: 43.9%
white: 72.4%
African-American: 16.9%
hispanic: 4.8%
Asian/Pacific islander: 5.2%
native American: 0.3%
l o c at i o n s
• headquarters: washington, d.c.
• 250 embassies and consulates worldwide.
• highest concentration of State employees in the united States: district of columbia, new york, South carolina, florida and california.
F u t u r e h i r i n g P r i o r i t i e s
during the next two years, the department of State plans to hire close to 1,400 foreign Service em- ployees, primarily to replace expected attrition and to cover additional consular workload. demand is expected to be greatest in the consular, information management and security occupations. for the civil service, 1,400 to 1,600 employees are expected to be hired in the next two years. job growth is expected in the passport/visa specialist occupation due to implementation of the western hemisphere travel initiative which requires passports for persons travel- ing between the u.S. and canada, Mexico and the caribbean.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The department of State is targeting its efforts to attract individuals with an expertise in languages (especially Arabic, chinese and farsi) and economics. it has increased its presence at business and other pro- fessional schools to attract top quality candidates. The department has prioritized developing more effective marketing and advertising to better acquaint po- tential applicants with the varied positions available within the agency. to assist in attracting top quality candidates, the department of State granted three recruitment bonuses totaling almost $33,000, and 1,678 student loan repayments totaling more than $8 million during fy 2005 and 2006.
W e b s i t e s
www.state.gov www.state.gov/careers
d e pa r t M e n t o f s tat e
1 includes foreign service employees.
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d e P a r t M e n t o f s tat e
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
Civil Service
AccOuNtINg AND buDgEt
Accounting 288 49 50 17% 93 32% 49 66 …
ADMIN./PROgRAM MANAgEMENt
human resources 265 45 34 13% 65 25% 49 48 …
Management/Program Analysis 517 46 90 17% 152 29% 79 98 …
INFORMAtION AND ARtS
Public Affairs 111 45 20 18% 29 26% 25 26 …
INFORMAtION tEcHNOLOgy … 610 48 79 13% 149 24% 60 82 …
LEgAL
Attorney 135 49 29 21% 46 34% 26 30 …
Passport/visa examining 829 44 70 8% 141 17% 75 239 …
SEcuRIty AND PROtEctION
intelligence 67 47 18 27% 21 31% 12 6 …
Security Administration 242 49 28 12% 54 22% 32 57 …
SOcIAL ScIENcES
foreign Affairs Specialist 905 43 114 13% 190 21% 231 228 …
totAl … … 532 13% 940 24% 638 880 1,400 - 1,600 annually
Foreign Service
gENERALISt
Political, public diplomacy, management and economics
… 43 1,453 … 2,036 … 457 749 780
SPEcIALISt
health, security, information technology, operations management and training
… 45 909 … 1,444 … 476 676 615
totAl … … 2,362 … 3,480 … 933 1,425 1,395
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
ensures a fast, safe, efficient, accessible and conve- nient transportation system that meets your vital national interests and enhances the quality of life of the American people, today and into the future.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
52,273
b e s t P l a c e s r a n k i n g
The department of transportation ranked 27th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 52.9.
d i v e r s i t y P r o F i l e
Male: 73.4%
female: 26.6%
white: 77.7%
African-American: 11.1%
hispanic: 6.0%
Asian/Pacific islander: 3.4%
native American: 1.4%
l o c at i o n s
• headquarters: washington, d.c.
• offices nationwide.
• highest concentration of dot employees: district of columbia, california, texas, oklahoma, florida, new york, georgia, virginia, illinois and washington.
F u t u r e h i r i n g P r i o r i t i e s
The department of transportation will focus its hiring activities to fill positions in key occupational areas. The most significant recruitment will be for air traffic controllers by the federal Aviation Administration (fAA), a component of the dot. over the next 10 years, fAA plans to hire and train 15,004 air traffic controllers throughout the country. for a full listing of planned hiring activity by location, go to www.faa.gov.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
to help in its recruitment and outreach efforts, dot partners with schools, transportation associations and special interest organizations. it also utilizes the federal career intern Program and student employ- ment programs to provide development opportuni- ties for high potential candidates. in addition, dot encourages the hiring of veterans and persons with disabilities.
dot uses a wide variety of flexibilities to attract candidates, including the use of recruitment bonuses and student loan repayments. in fy 2005 and 2006, the agency granted 22 recruitment bonuses totaling $232,000 and 23 student loan repayments totaling nearly $200,000.
W e b s i t e s
www.dot.gov www.careers.dot.gov
d e pa r t M e n t o f t r a n s p o r tat i o n ( d o t )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12)
financial Management 780 48 91 12% 128 16% 249 232 300
ADMIN./PROgRAM MANAgEMENt (page 13)
Program Management 595 51 149 25% 168 28% 159 126 360
cOMMuNIty PLANNINg (page 19) … 223 44 22 10% 27 12% 26 36 75
ENgINEERINg (page 20) … 5,434 47 768 14% 810 15% 556 447 900
INFORMAtION tEcHNOLOgy (page 22) … 2,004 47 252 13% 274 14% 150 113 180
LEgAL (page 24) … 696 47 127 18% 130 19% 83 60 180
PHySIcAL ScIENcES (page 29)
Scientist 369 48 54 13% 54 15% 32 33 150
tRANSPORtAtION (page 33)
transportation industry Analyst 122 47 23 19% 36 30% 39 15 75
transportation Safetya 23,982 46 1,800 8% 2,989 12% 4,066 1,576 4,300b
transportation Specialist 6,887 48 970 14% 1,116 16% 529 535 450
totAl … … 4,256 10% 5,732 14% 5,889 3,173 6,970
a includes air traffic control, highway motor, railroad and aviation safety. b The federal Aviation Administration plans to hire 15,004 air traffic controllers from fy 2006 through 2016.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Prints the nation’s money; sets domestic financial, economic and tax policy; manages the public debt; collects taxes; and combats terrorist financing domes- tically and internationally.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
101,146
b e s t P l a c e s r a n k i n g
The department of treasury ranked 14th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 62.7.
d i v e r s i t y P r o F i l e
Male: 36.0%
female: 64.0%
white: 61.7 %
African-American: 24.6%
hispanic: 8.4 %
Asian/Pacific islander: 4.2%
native American: 0.84%
l o c at i o n s
• headquarters: washington, d.c.
• offices are located across the country and around the world.
• highest concentration of employees: texas, tennessee, new york, district of columbia, Pennsylvania, georgia, utah, Maryland and kentucky.
F u t u r e h i r i n g P r i o r i t i e s
The department of treasury’s recruitment priorities will focus on mission critical professional and special- ized occupations such as accountants, attorneys, internal revenue Agents, tax examining specialists, intelligence analysts, economists; and mission sup- port positions such as human resources, information technology and procurement professionals. it will be challenged in recruiting for these occupations due to the increased competition for a talent pool that has numerous employment options and who seek non- traditional work environments.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The department of treasury continues to focus its strategic recruitment efforts through strengthen- ing its collaboration with colleges, universities and professional organizations, and by maximizing its use of recruitment and pay flexibilities. treasury has launched an aggressive and innovative market- ing/recruitment campaign, including web redesign, a heightened presence at job fairs, the expanded use of intern programs, and targeted recruitment to meet specific mission staffing needs.
treasury has also developed a diversity Strategy for fy 2004-08, which is fully integrated with its workforce and succession planning efforts. it provides a roadmap for ensuring the availability of a diverse talent pool and helps the bureaus assess their current states, identify gaps and develop plans to address identified needs. to better promote partnership efforts between and among the bureaus, a diversity council has been established.
to assist in its recruitment efforts, treasury granted a total of 200 recruitment bonuses in calendar years 2005 and 2006 for a total amount of nearly $756,000. in addition, 71 student loan repayments were approved in fy 2005 and 2006 totaling more than $350,000.
W e b s i t e s
www.treasury.gov www.treasury.gov/organization/employment
d e pa r t M e n t o f t r e a s u r y
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12)
Accounting 582 44 85 15% 137 24% 94 79 146
internal revenue Agent 13,172 43 3,190 24% 4,849 37% 1,721 2,108 3,350
tax examining 15,525 48 2,928 19% 4,924 32% 4,907 2,983 4,600
ADMIN./PROgRAM MANAgEMENt (page 13)
human resources 1,461 47 316 22% 560 38% 240 115 235
buSINESS AND INDuStRy (page 16)
Procurement 459 47 67 15% 116 25% 116 137 195
INFORMAtION tEcHNOLOgy (page 22) … 6,226 47 1,127 18% 2,000 32% 627 463 930
LEgAL (page 24)
Attorney 2,142 48 467 22% 743 35% 309 219 427
contact representative 13,012 48 2,156 17% 3,836 29% 2,792 2,040 3,725
SEcuRIty AND PROtEctION (page 31)
intelligence Analysisa 153 43 9 6% 19 12% 25 48 95
SOcIAL ScIENcES (page 32)
economics 462 44 82 18% 131 28% 96 91 189
totAl … … 10,427 19% 17,315 31% 10,927 8,283 13,892
a intelligence Analysis is classified under the Social Science family of occupations by the office of Personnel Management’s (oPM) classification guide, but it is listed under Security and Protection as that is more descriptive of the duties.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
7 0
a g e n c y m i s s i o n
Administers programs involving health care, pen- sions, benefits and employment to aid u.S. veterans and their families, runs the veterans’ hospital system and operates our national cemeteries.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
205,542
b e s t P l a c e s r a n k i n g
The department of veterans Affairs ranked 15th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 61.9.
d i v e r s i t y P r o F i l e
Male: 41.2%
female: 58.8%
white: 61.5%
African-American: 24.5%
hispanic: 6.9%
Asian/Pacific islander: 6.2%
native American: 1.0%
other: 0.1%
l o c at i o n s
• headquarters: washington, d.c.
• field offices nationwide
• The vA has 155 hospitals, nearly 900 health clinics, 58 regional offices and 123 cemeteries.
• highest concentration of employees: california, texas, florida, new york and Pennsylvania.
F u t u r e h i r i n g P r i o r i t i e s
with over 300 occupations, the department of veter- ans Affairs has opportunities for a variety of candi- dates. using agency-wide workforce analysis, vA has identified key occupations for focused recruitment. Attracting qualified health care professionals, claims examiners, and human resources specialists remains a priority for the agency. As is true for many federal agencies, vA anticipates losing a significant percent- age of employees due to retirement during the next five years. This will provide numerous opportunities for joining vA’s workforce as well as career advance- ment in the second largest federal agency.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
vA has created many programs to attract quali- fied candidates to join in serving veterans. due to the agency’s academic affiliations across the nation, thousands of undergraduates and graduate students complete their clinical rotations and residencies at its health care facilities. vA provides numerous financial incentives to qualified health care employees, includ- ing student loan repayment, scholarships for tuition costs and related expenses, and salary replacement money to current employees enrolled full-time in an approved education program. The agency has also created the national veterans employment Program (nveP), dedicated to educate veterans about em- ployment opportunities within vA.
in fy 2005 and 2006, vA disbursed over $1.2 mil- lion student loan repayments to 184 employees and nearly $7 million in recruitment bonuses to 4,084 individuals. in addition, vA spends $2.3 million an- nually in support of the education debt reduction Program, which pays the cost of training or courses which lead to a degree in one of 30 qualified health care occupations, serving more than 500 recipients.
W e b s i t e s
www.va.gov www.va.gov/jobs
d e pa r t M e n t o f v e t e r a n s a f fa i r s ( v a )
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d e P a r t M e n t o f V e t e r a n s a f fa I r s
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
human resources 1,527 48 324 21% 570 37% 296 213 418
LEgAL (page 24)
claims examining 6,495 44 711 11% 1,294 20% 953 1,210 850a
MEDIcAL AND PubLIc HEALtH (page 27)
diagnostic radiology technologist 2,365 45 251 11% 519 22% 375 482 696
Medical records technician 1,979 48 227 11% 438 22% 134 427 511
Medical technology 3,742 48 636 17% 1,173 31% 529 443 848
nursing Assistant 8,729 46 1,171 13% 2,075 24% 2,061 2,378 3,564
Pharmacist 4,401 44 608 14% 1,064 24% 522 532 1,847
Physician 10,672 50 2,511 24% 3,867 36% 1,593 2,330 5,174
Practical nurse (lPn/vn) 10,367 47 1,015 10% 2,079 20% 2,161 2,615 4,080
registered nurse 36,695 49 5,589 15% 10,498 29% 6,128 6,549 11,321
SEcuRIty AND PROtEctION (page 31)
Police officer 2,552 44 183 7% 369 14% 547 686 929
totAl … … 13,226 15% 23,946 27% 15,299 17,865 30,238
a hiring projection for fy 2007 and 2008 only.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
7 2
a g e n c y m i s s i o n
Safeguards human health and the nation’s air, water and lands. runs programs to control and reduce pol- lution, and works with other governments to conduct environmental research, and set and enforce environ- mental standards.
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16,430
b e s t P l a c e s r a n k i n g
The environmental Protection Agency ranked 9th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 65.5.
d i v e r s i t y P r o F i l e
Male: 48.5%
female: 51.5%
white: 69.4%
African-American: 18.7%
hispanic: 5.2%
Asian/Pacific islander: 5.9%
native American: 0.8%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: boston, new york, Philadelphia, Atlanta, chicago, dallas, kansas city, denver and San francisco, plus 16 laboratories nationwide.
F u t u r e h i r i n g P r i o r i t i e s
The environmental Protection Administration will continue to hire in the broad professional areas that are at the core of its mission, such as environmental engineers, scientists, lawyers and other environmental professionals, as well as in key support functions such as contract specialists and program and operation analysts. ePA will also recruit undergraduate and graduate students for its various intern and coopera- tive programs.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
EZhire is ePA’s web-based recruitment and appli- cation system, which allows applicants to browse, register, receive electronic notification of vacan- cies and apply to ePA jobs. This system has helped ePA compete successfully with the private sector for environmental engineers, scientists, lawyers and other environmental professionals. A variety of intern programs, as well as an active presence at all levels of the education system, keep ePA’s name and work known to potential applicants. ePA also maintains a strong presence in professional societies and organiza- tions whose members serve as a source for mid- and senior-level positions. The Senior environmental employment (See) Program provides an opportunity for retired and unemployed older Americans age 55 and over to share their expertise with ePA.
W e b s i t e s
www.epa.gov www.epa.gov/careers
e n v i r o n M e n ta l p r o t e C t i o n a d M i n i s t r at i o n ( e pa )
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e n V I r o n M e n ta l P r o t e c t I o n a d M I n I s t r at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
general Administrative Management 847 48 240 28% 353 42% 138 69 120
Management/Program Analysis 1,570 47 489 31% 792 50% 198 94 135
bIOLOgIcAL ScIENcES (page 15)
biology 885 50 191 22% 290 33% 97 106 165
toxicology 195 51 63 32% 143 73% 15 13 15
buSINESS AND INDuStRy (page 16)
contract/grant Specialist 490 45 88 18% 146 30% 77 67 90
cOMPLIANcE AND ENFORcEMENt (page 17)
environmental Protection Specialist 2,279 46 576 25% 943 41% 287 151 240
ENgINEERINg (page 20)
environmental engineering 1,898 47 374 20% 574 30% 136 80 120
INFORMAtION tEcHNOLOgy (page 22) … 630 47 109 17% 214 34% 63 43 45
LEgAL (page 24)
Attorney 1,060 46 148 14% 298 28% 85 44 60
PHySIcAL ScIENcES (page 29)
environmental Science 2,237 47 455 20% 730 33% 154 133 180
totAl … … 2,733 23% 4,483 37% 1,250 800 1,170
pa r t n e r s h i p f o r p u b l i c s e rv i c e
7 �
a g e n c y m i s s i o n
Promotes equality of opportunity in the workplace and enforces federal laws prohibiting employment discrimination.
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2,197
b e s t P l a c e s r a n k i n g
The equal employment opportunity commission ranked 24th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 57.1.
d i v e r s i t y P r o F i l e
Male: 33.1%
female: 66.9%
white: 39.4%
African-American: 42.5%
hispanic: 13.4%
Asian/Pacific islander: 4.1%
native American: 0.7%
l o c at i o n s
• headquarters: washington, d.c.
• offices nationwide
F u t u r e h i r i n g P r i o r i t i e s
The equal employment opportunity commission (eeoc) has been operating under hiring limitations during the past several years. Most of the agency’s hir- ing activity has been to replace a portion of departing employees. The eeoc primarily hires for investiga- tors, attorneys and clerical support staff. Most of these positions are located in field offices.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
hiring activities are decentralized with local offices handling recruitment and outreach activities. The agency’s recruitment and outreach efforts are aided by the public’s general knowledge of its mission, as well as its ongoing relationship with many special interest organizations.
W e b s i t e s
www.eeoc.gov www.uSAjobS.gov
e q u a l e M p l o y M e n t o p p o r t u n i t y C o M M i s s i o n ( e e o C )
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e q U a l e M P l o Y M e n t o P P o r t U n I t Y c o M M I s s I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09a
cOMPLIANcE AND ENFORcEMENt (page 17)
general investigation and inspection 741 49 198 27% 314 42% 171 45 62
Mediation 84 53 33 39% 49 58% 14 2 3
LEgAL (page 24)
Attorney 479 46 68 14% 113 24% 54 26 39
totAl … … 299 23% 476 37% 239 73 104
a fy 2007-2009 hiring figures are based on historical hiring data.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
7 �
a g e n c y m i s s i o n
ensures that the American people have available — at reasonable costs and without discrimination — rapid, efficient, nationwide and worldwide services whether by radio, television, wire, wireless, satellite or cable.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
1,741
d i v e r s i t y P r o F i l e
Male: 48.3%
female: 51.8%
white: 59.7%
African-American: 31.8%
hispanic: 3.1%
Asian/Pacific islander: 5.2%
native American: 0.3%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: chicago, kansas city and San francisco.
• Sixteen district offices and nine resident offices nationwide.
F u t u r e h i r i n g P r i o r i t i e s
The federal communications commission will em- phasize the hiring of entry level electronic engineers nationwide. recruitment of attorneys and economists for positions primarily located in washington, d.c. will also be a priority in the next few years.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The fcc has several specialized programs to recruit for its key occupations. The engineer-in-training (eit) program is designed to enable the agency to hire engineering school graduates with superior academic credentials and provide these individuals with comprehensive training in the field of commu- nications. likewise, a similar program is used for at- torneys, the Attorney honors Program, for recent law school graduates with superior academic credentials who undertake a two year training and development program in the field of communications law and policy. for economists, the fcc advertises positions in professional publications/journals and conducts on-site recruitment at the American economic As- sociation meeting.
W e b s i t e s
www.fcc.gov ww.fcc.gov/jobs
f e d e r a l C o M M u n i C at i o n s C o M M i s s i o n ( f C C )
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f e d e r a l c o M M U n I c at I o n s c o M M I s s I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ENgINEERINg (page 20) … 266 49 85 32% 106 40% 34 3 33
LEgAL (page 24)
Attorney 476 46 55 12% 90 19% 64 50 75
SOcIAL ScIENcES (page 32)
economics 57 52 15 26% 23 40% 8 2 3
totAl … … 155 19% 219 27% 106 55 111
pa r t n e r s h i p f o r p u b l i c s e rv i c e
7 �
a g e n c y m i s s i o n
Maintains the stability and public confidence in the nation’s financial system by insuring deposits, examining and supervising financial institutions, and managing receiverships. in cooperation with the other state and federal regulatory agencies, the fdic promotes the safety and soundness of the u.S. finan- cial system and the insured depository institutions by identifying, monitoring and addressing risks to the deposit insurance fund.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
4,567
b e s t P l a c e s r a n k i n g
The federal deposit insurance corporation ranked 21st out of 30 large agencies in the 2007 Best Places to Work Federal Government rankings with an index score of 59.5.
d i v e r s i t y P r o F i l e
Male: 55.9%
female: 44.1%
white: 74.3%
African-American: 17.4%
hispanic: 4.2%
Asian/Pacific islander: 3.6%
native American: 0.9%
l o c at i o n s
• headquarters: washington, d.c. and Arlington, virginia.
• other offices: Atlanta, boston, chicago, kansas city, San francisco, new york city, dallas and Memphis.
F u t u r e h i r i n g P r i o r i t i e s
The federal deposit insurance corporation’s highly skilled and diverse workforce continuously monitors and responds rapidly and successfully to changes in the financial environment. The agency is actively re- shaping its workforce and is planning for a workforce to reflect future workload requirements.
financial examiners are the agency’s predominant occupation and will continue to be the focal point of future recruitment efforts.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The fdic requires the expertise of a diverse staff. The agency recruits for entry-level and experienced professionals with backgrounds in business, finance, computer science and a host of other specialties rang- ing from human resources to marketing.
The corporate employee Program (ceP) prepares fdic’s workforce to be ready for rapid changes in the financial industry and resulting shifts in corporate workload. to achieve this flexibility, they develop multiple functional proficiencies so they can be rap- idly deployed to different mission-critical efforts.
The fdic legal division honors Program is a two- year program for law school graduates designed to provide selected individuals with a better understand- ing of the work of the agency. to be eligible, candi- dates must have a “b” average or be in the top third of their law school class.
fdic participates in on-campus, professional and diversity events to attract top quality candidates. The agency’s web site lists the schedule of career fairs and campuses where the agency is actively recruiting.
W e b s i t e s
www.fdic.gov www.fdic.gov/about/jobs/index.html
f e d e r a l d e p o s i t i n s u r a n C e C o r p o r at i o n ( f d i C )
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f e d e r a l d e P o s I t I n s U r a n c e c o r P o r at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09a
AccOuNtINg AND buDgEt (page 12)
financial institution examiner 2,195 … … … … … … 153 150
INFORMAtION tEcHNOLOgy (page 22) … 276 … … … … … … 6 10
LEgAL (page 24)
Attorney 237 … … … … … … 4 4
SOcIAL ScIENcES (page 32)
economics 60 … … … … … … 16 5
totAl … … … … … … … 179 169
a Projected figures are average annual estimates.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
a g e n c y m i s s i o n
ensures that the nation’s markets are vigorous, ef- ficient and free of restrictions that harm consumers. enforces federal consumer protection laws that pre- vent fraud, deception and unfair business practices, as well as antitrust laws that prohibit anti-competi- tive mergers and other business practices that restrict competition and harm consumers.
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920
b e s t P l a c e s r a n k i n g
The federal trade commission ranked 6th out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 71.1.
d i v e r s i t y P r o F i l e
Male: 48.9%
female: 51.1%
white: 71.5%
African-American: 20.0%
hispanic: 3.0%
Asian/Pacific islander: 5.1%
native American: 0.4%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices in Atlanta, cleveland, chicago, dallas, los Angeles, new york, San francisco and Seattle.
F u t u r e h i r i n g P r i o r i t i e s
The federal trade commission primarily hires at- torneys and economists to accomplish its consumer protection and competition missions. The agency recruits for entry level attorneys and for experienced attorneys and economists, as well as paralegals and legal assistants, investigators, information technology specialists, budget analysts and economic research analysts. Most of these positions are in headquarters, but ftc does recruit for attorneys and investigators for its regional offices.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
ftc has an exciting mission in promoting the inter- ests of American consumers by enforcing antitrust and consumer protection, and promoting competitive markets, free of deception and undue restrictions. The agency’s web site highlights its many activities and highlights the career opportunities that are avail- able for interested candidates, including attorneys, economists, paralegals, summer legal interns and student clerical positions.
in fy 2005 and 2006, ftc gave 24 recruitment bonuses totaling $201,000.
W e b s i t e s
www.ftc.gov www.uSAjobS.gov
f e d e r a l t r a d e C o M M i s s i o n ( f t C )
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f e d e r a l t r a d e c o M M I s s I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
LEgAL (page 24)
Attorney 547 44 61 11% 95 17% 109 117 44
SOcIAL ScIENcES (page 32)
economics 77 46 13 17% 23 30% 19 12 18
totAl … … 74 12% 118 19% 128 129 62
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
a g e n c y m i s s i o n
helps federal agencies better serve the public by of- fering, at best value, superior workplaces, expert solu- tions, acquisition services and management policies.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
11,875
b e s t P l a c e s r a n k i n g
The general Services Administration ranked 8th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 65.7.
d i v e r s i t y P r o F i l e
Male: 50.6%
female: 49.4%
white: 62.0%
African-American: 26.4%
hispanic: 5.2%
Asian/Pacific islander: 5.0%
native American: 0.8%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: 11 cities nationwide, including fort worth, new york, San francisco and kansas city.
• highest concentration of gSA employees: district of columbia, virginia, new york, texas, california, Missouri, illinois, georgia, Pennsylvania and washington.
F u t u r e h i r i n g P r i o r i t i e s
The general Services Administration seeks individu- als who possess strong customer service, acquisition, information technology, realty, financial management and project management skills. There is increasing federal agency demand for gSA services in the areas of contracting, technology and studies/research. its workforce is relatively stable, with an average attri- tion of 9 percent in the past three years. gSA hires an average of more than 1,000 employees annually, representing about 8 percent of its total workforce.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
gSA balances its hiring efforts between filling posi- tions at the entry and mid-career levels. it utilizes corporate marketing materials focused on the theme of “you can do That here.” The materials highlight the dynamic work of the agency and the range of available career opportunities in many geographic locations. gSA offices, both in headquarters and regional locations, have forged strong partnerships with colleges and universities that serve as a prime recruitment source for filling student trainee and intern positions.
gSA uses a wide variety of flexibilities to attract candidates, including recruitment bonuses and a student loan repayment program. in fy 2005, gSA granted four recruitment bonuses totaling more than $65,000. in addition to recruitment bonuses, gSA approved 15 student loan repayments in fy 2005 and 2006, totaling more than $96,000.
W e b s i t e s
www.gsa.gov www.gsa.gov/gSAjobssearch
g e n e r a l s e r v i C e s a d M i n i s t r at i o n ( g s a )
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G e n e r a l s e rV I c e s a d M I n I s t r at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2004-05a
total hires fy 2004-05a
Projected hires fy 2007-09
AccOuNtINg AND buDgEt (page 12)
financial Management 1,060 45 166 16% 297 28% 177 173 249
ADMIN./PROgRAM MANAgEMENt (page 13)
Policy and Program Management 2,000 47 412 21% 670 34% 331 365 474
buSINESS AND INDuStRy (page 16)
Acquisition 2,835 45 417 15% 775 27% 385 663 873
realty Management 1,547 47 274 18% 508 33% 161 133 246
INFORMAtION tEcHNOLOgy (page 22) … 1,025 48 179 17% 322 31% 177 148 162
totAl … … 1,448 17% 2,572 30% 1,231 1,482 2,004
a Separation and hiring data for fy 2004 and 2005; gSA imposed a hiring freeze in fy 2006.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Supports the congress in meeting its constitutional responsibilities and helps improve the performance and ensures the accountability of the federal govern- ment for the benefit of the American people.
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3,260
b e s t P l a c e s r a n k i n g
The government Accountability office ranked 2nd out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 72.1.
d i v e r s i t y P r o F i l e
Male: 44.8%
female: 55.2%
white: 69.1%
African-American: 18.9%
hispanic: 4.7%
Asian/Pacific islander: 7.2%
native American: 0.1%
l o c at i o n s
• headquarters: washington, d.c.
• field offices: Atlanta; boston; chicago; dallas; dayton, ohio; denver; huntsville, Alabama; los Angeles; norfolk, virginia; San francisco and Seattle.
F u t u r e h i r i n g P r i o r i t i e s
over the next several years, the government Ac- countability office may hire over 600 staff members from a variety of academic disciplines that include accounting, economics, engineering, information technology, law, public administration and the social and physical sciences. gAo expects the majority of its hires to be entry level analysts and specialists. in addition, gAo plans to hire upper level analysts and specialists (e.g., auditors, economists, information technology specialists) to address succession planning needs, as well as critical administrative and profes- sional staff (e.g., human capital, information manage- ment, budget).
hiring will be primarily for positions in washington, d.c. with some positions also available in gAo field locations.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
gAo’s recruitment and outreach programs seek to attract and retain a highly qualified and diverse workforce. for example, gAo has a robust entry- level recruitment program that includes established relationships with 50 universities and colleges across the united States, a revised online job application form, and a fall and spring job announcement to identify top candidates throughout the year. gAo has a comprehensive student intern program that serves as a valuable pipeline for future entry-level hires. These 10 to 16 week internships enhance the agency’s ability to attract high-quality and diverse students for possible permanent employment. gAo also uses incentives (e.g., the student loan repayment, recruitment bonuses, transit benefits) to successfully compete for top talent. in addition, gAo’s recruit- ment and outreach efforts include partnerships with professional organizations and associations with members from groups that traditionally have been underrepresented in the federal workforce, such as the American Association of hispanic cPAs and the federal Asian Pacific American council.
during fy 2005 and 2006, approximately $466,000 was given in recruitment bonuses and $2,534,000 in student loan repayments to 501 individuals.
W e b s i t e s
www.gao.gov www.gao.gov/jobopp.htm
g o v e r n M e n t a C C o u n ta b i l i t y o f f i C e ( g a o )
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G o V e r n M e n t a c c o U n ta B I l I t Y o f f I c e
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
AccOuNtINg AND FINANcIAL AuDItS (page 12)
Auditing 240 41 27 11% 38 16% 43 59 119
INFORMAtION tEcHNOLOgy AuDItS (page 22)
it, computer Science and telecommunications 297 43 45 15% 76 26% 53 73 118
LEgAL (page 24)
Attorney 142 45 18 13% 35 25% 17 19 24
MANAgEMENt AND PROgRAM AuDItS
Analyst 1,816 41 221 12% 366 20% 383 413 662
totAl … … 311 12% 515 21% 496 564 923
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Pioneers the future in space exploration, scientific discovery and aeronautics research.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
17,059
b e s t P l a c e s r a n k i n g
The national Aeronautics and Space Administration ranked 4th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 69.7.
d i v e r s i t y P r o F i l e
Male: 64.7%
female: 35.3%
white: 75.8%
African-American: 11.6%
hispanic: 5.4%
Asian/Pacific islander: 6.2%
native American: 0.8%
Multiracial: 0.2%
l o c at i o n s
• headquarters: washington, d.c.
• centers/labs: california, ohio, Maryland, texas, florida, virginia, Alabama, new york, west virginia, Mississippi and new Mexico.
• highest concentration of nASA employees: texas, Maryland, Alabama, virginia, california, florida and ohio.
F u t u r e h i r i n g P r i o r i t i e s
nASA’s use of competencies to conduct workforce analysis allow it to better assess whether the current workforce has the necessary skill sets and identify the type of individuals it needs to recruit. The retirement of the shuttle program will create a major transition as nASA balances the workforce requirements of the shuttle program and the workforce needs of new pro- grams. nASA’s current and future primary occupa- tions will be in the science and engineering fields.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
electronic recruitment and assessment tools are vital components of nASA’s recruitment initiatives. from the www.nasajobs.gov web site, which provides in- formation on career opportunities, to nASA StArS, which automates the hiring system, the focus is to hire top quality candidates in a timely fashion. key components of nASA’s recruitment efforts include advertising in professional journals and web sites, attending job fairs, conducting on-campus interviews and partnering with minority schools and organiza- tions. After launching its first corporate recruitment effort at targeted colleges/universities in fy 2004, nASA enhanced the pipeline of “at risk” competen- cies by recruiting nearly 100 individuals. given the focus on recruiting for science and engineering posi- tions in a highly competitive environment, nASA makes extensive use of recruitment bonuses and stu- dent loan repayments. in fy 2005 and 2006, nASA awarded 108 recruitment bonuses for a total amount of nearly $976,000. nASA also provided 99 student loan repayments for a total of more than $694,000
W e b s i t e s
www.nasa.gov www.nasajobs.nasa.gov
n at i o n a l a e r o n a u t i C s a n d s pa C e a d M i n i s t r at i o n ( n a s a )
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n at I o n a l a e r o n a U t I c s a n d s P a c e a d M I n I s t r at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09a
AccOuNtINg AND buDgEt (page 12)
financial Management 745 45 68 9% 197 26% 69 172 104
ADMIN./PROgRAM MANAgEMENt (page 13)
general Administrative Management 2,869 47 401 14% 920 32% 365 390 585
human resources 370 45 34 9% 94 25% 63 83 80
buSINESS AND INDuStRy (page 16)
contracting 696 45 88 13% 189 27% 111 42 160
ENgINEERINg (page 20)
Aerospace engineering 4,199 45 375 9% 684 16% 336 278 417
computer engineering 961 45 89 9% 171 18% 92 33 50
electronics engineering 825 46 94 11% 161 20% 81 35 53
general engineering 2,781 47 354 13% 648 23% 317 177 266
Materials engineering 248 46 25 10% 47 19% 10 14 21
INFORMAtION tEcHNOLOgy (page 22) … 341 46 25 7% 78 23% 59 36 55
PHySIcAL ScIENcES (page 29)
(includes Physical and Space Scientists ) 978 52 223 23% 383 39% 107 63 95
totAl … … 1,776 12% 3,572 24% 1,610 1,323 1,886
a The fy 2007-09 hiring projections are estimates and are not worked as part of the normal budget process with the nASA centers.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Safeguards and preserves the records of our govern- ment, ensuring that the people can discover, use and learn from this documentary heritage. Supports democracy, promotes civic education and facilitates historical understanding of our national experience.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
2,504
b e s t P l a c e s r a n k i n g
The national Archives and records Administration ranked 25th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 54.9.
d i v e r s i t y P r o F i l e
Male: 47.7%
female: 52.3%
white: 65.2%
African-American: 30.1%
hispanic: 1.7%
Asian/Pacific islander: 2.6%
native American: 0.4%
l o c at i o n s
headquarters: college Park, Maryland
F u t u r e h i r i n g P r i o r i t i e s
while most positions at the national Archives and records Administration are associated with archives and records management, nArA also offers excep- tional opportunities for those interested in business, information technology, education, political science, and library and information science. nArA offers exposure to exciting information about our country’s past and the opportunity to contribute to its future through the use of cutting edge technology.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The agency’s web site highlights its many outreach activities and career opportunities that are available for interested candidates.
W e b s i t e s
www.archives.gov www.archives.gov/careers
n at i o n a l a r C h i v e s a n d r e C o r d s a d M i n i s t r at i o n ( n a r a )
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n at I o n a l a r c H I V e s a n d r e c o r d s a d M I n I s t r at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09a
ADMIN./PROgRAM MANAgEMENt (page 13)
Management/Program Analysis 88 … … … … … 19 20 25
Secretary 59 … … … … … 5 7 8
INFORMAtION AND ARtS (page 21)
general Arts and information 108 … … … … … 17 32 35
INFORMAtION tEcHNOLOgy (page 22) … 104 … … … … … 24 34 37
LIbRARy AND ARcHIVES (page 25)
Archives technician 1,249 … … … … … 236 151 150
Archivist 307 … … … … … 37 14 15
totAl … … … … … … 338 258 270
a nArA did not provide hiring projections; fy 2007-2009 hiring figures are based on historical hiring data.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0
a g e n c y m i s s i o n
Administer the national labor relations Act, the primary law governing relations between unions and employers in the private sector. The statute guarantees the right of employees to organize and to bargain col- lectively with their employers, and to engage in other protected concerted activity with or without a union, or to refrain from all such activity.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
1,713
b e s t P l a c e s r a n k i n g
The national labor relations board ranked 13th out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 64.6.
d i v e r s i t y P r o F i l e
Male: 38.4%
female: 61.6%
white: 66.7%
African-American: 21.3%
hispanic: 8.2%
Asian/Pacific islander: 3.3%
native American: 0.4%
l o c at i o n s
• headquarters: washington, d.c.
• numerous regional offices throughout the united States.
F u t u r e h i r i n g P r i o r i t i e s
The national labor relations board will continue to prioritize recruitment of attorneys in all locations throughout the country, and labor-management rela- tions examiners in regional offices.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
recruitment and outreach is decentralized to indi- vidual offices. Their efforts include attending job fairs and on-site college recruitment. The nlrb is not currently utilizing recruitment bonuses or the student loan repayment program.
W e b s i t e s
www.nlrb.gov www.nlrb.gov/about_us/careers/index.aspx
n at i o n a l l a b o r r e l at i o n s b o a r d ( n l r b )
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n at I o n a l l a B o r r e l at I o n s B o a r d
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
labor-Management relations examiner 346 46 160 46% 161 47% 45 8 30
LEgAL (page 24)
Attorney 680 48 262 38% 267 39% 80 24 45
totAl … … 422 41% 428 42% 125 32 75
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 2
a g e n c y m i s s i o n
Promotes the progress of science; advances the na- tional health, prosperity and welfare; and secures the national defense.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
1,373
b e s t P l a c e s r a n k i n g
The national Science foundation ranked 4th out of 31 small agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 69.7.
d i v e r s i t y P r o F i l e
Male: 40.3%
female: 59.7%
white: 61.3%
African-American:29.8%
hispanic: 2.5%
Asian/Pacific islander: 6.0%
native American: 0.4%
l o c at i o n s
headquarters: Arlington, virginia
F u t u r e h i r i n g P r i o r i t i e s
The national Science foundation will continue to emphasize the hiring of scientists (physical, biologi- cal and social sciences), engineers, and information technology specialists. Program directors, the primary occupational group in nSf, manage a portfolio of public investments in scientific research, engineering study and/or science education. in fy 2005, about one-half of program directors were rotators, tempo- rary employees who come from the research commu- nity and academia to work on rotational assignments for one to four years.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
nSf has developed a three-year strategic workforce plan and is developing tools for prioritizing staffing needs and projecting turnover. The agency recog- nizes the importance of having an active outreach and marketing plan given the growing competition from the private sector for scientists, engineers and information technology specialists. nSf engages in targeted outreach to professionals in the field and students, and it continually evaluates the effectiveness of its advertising methods including online job an- nouncements. to improve the efficiency of the hiring process, an e-recruit pilot program is being used that seeks to improve the timeliness of the recruit- ment process. during fy 2005 and 2006 the agency granted five recruitment bonuses totaling nearly $40,000.
W e b s i t e s
www.nsf.gov www.nsf.gov/hrm/jobs
n at i o n a l s C i e n C e f o u n d at i o n ( n s f )
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n at I o n a l s c I e n c e f o U n d at I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
Administrative Manager 50 46 11 22% 15 30% 11 2 7
Program Assistant 66 42 4 6% 10 15% 14 13 7
Science Assistant 10 32 0 0% 0 0% 27 42 25
INFORMAtION tEcHNOLOgy (page 22)
Program/technology Specialist 29 42 1 3% 2 7% 1 1 1
PHySIcAL ScIENcES (page 29)
Program director 212 56 76 36% 105 50% 79 94 130
totAl … … 92 25% 132 36% 132 152 170
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
regulates the nation’s civilian use of byproduct, source and special nuclear materials to ensure adequate protection of public health and safety; pro- motes the common defense and security; and protects the environment.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
3,200
b e s t P l a c e s r a n k i n g
The nuclear regulatory commission ranked 1st out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 76.2.
d i v e r s i t y P r o F i l e
Male: 63%
female: 37%
white: 72%
African-American: 14%
hispanic: 5 %
Asian/Pacific islander: 9%
native American: 0.5%
l o c at i o n s
• headquarters: rockville, Maryland.
• other offices: king of Prussia, Pennsylvania; Atlanta; lisle, illinois; Arlington, texas; las vegas; chattanooga, tennessee and at each regulated nuclear facility.
• highest concentration of nrc employees: Maryland, Pennsylvania, illinois, georgia and texas.
F u t u r e h i r i n g P r i o r i t i e s
The nuclear regulatory commission plans to hire 400-450 people each year for the next few years. The majority of these positions will be in technical fields, including engineering, physical science and security analysis. Most will be located in rockville, Maryland, with the remaining assigned to regional locations. The Atlanta office will house the main force of engi- neers involved with the inspection of the construction of new reactors.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
one of the greatest challenges facing nrc is to ac- quire, develop and sustain a highly skilled and diverse technical workforce. This requires use of innovative recruitment efforts, including college outreach, career paths programs for entry-, mid- and senior-level posi- tions, and use of recruitment bonuses and the student loan repayment program.
The career paths programs include special entry level programs for nuclear safety and legal positions. in addition, the nrc sponsors a graduate fellowship Program (gfP) for those at the Master’s and doc- toral degree levels in technical areas such as engineer- ing, science and other disciplines critical to nrc’s mission.
to assist in attracting top level technical professionals, in fy 2005 and 2006, the nrc approved 180 re- cruitment bonuses totaling more than $1.25 million and 31 student loan repayments totaling $309,000.
W e b s i t e s
www.nrc.gov www.nrc.gov/about-nrc/employment.html
n u C l e a r r e g u l ato r y C o M M i s s i o n ( n r C )
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n U c l e a r r e G U l ato r Y c o M M I s s I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ENgINEERINg (page 20) … 1,556 47 277 18% 540 35% 125 254 550
INFORMAtION tEcHNOLOgy (page 22) … 129 48 23 18% 43 33% 16 43 40
LEgAL (page 24)
Attorney 86 48 23 27% 42 49% 13 5 15
PHySIcAL ScIENcES (page 29) … 405 48 72 18% 143 35% 29 71 135
SEcuRIty AND PROtEctION (page 31) … 105 46 4 4% 19 18% 14 30 55
totAl … … 399 17% 787 35% 197 403 795
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
ensures the federal government has an effective civilian workforce.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
4,189
b e s t P l a c e s r a n k i n g
The office of Personnel Management ranked 25th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 54.9.
d i v e r s i t y P r o F i l e
Male: 40.7%
female: 59.3%
white: 69.2%
African-American: 23.7%
hispanic: 4.0%
Asian/Pacific islander: 2.3%
native American: 0.5%
l o c at i o n s
• headquarters: washington, d.c.
• field locations with highest concentration of oPM employees: california, georgia, illinois, Missouri and Pennsylvania.
F u t u r e h i r i n g P r i o r i t i e s
The office of Personnel Management is recruiting for individuals interested in human capital management who will work to develop solutions that impact every federal agency. Special priority will be hiring investi- gative personnel, human resource professionals and management/program analysts.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
Automation plays a major role in the recruitment process, from improvements in the application pro- cess to more efficient assessment of applicants. oPM developed timeframes for advertising and filling positions for the federal community. it also developed “The hiring toolkit” (accessible through www.opm. gov) which provides a valuable tool for federal human resource offices on the hiring process. The agency sponsors and participates in job fairs at universities/ colleges throughout the country.
oPM utilizes recruitment bonuses and student loan repayments to attract top level candidates. in fy 2005 and 2006, oPM granted 14 recruitment bo- nuses totaling more than $100,000 and four student loan repayments totaling $30,000.
W e b s i t e s
www.opm.gov www.usajobs.gov
o f f i C e o f p e r s o n n e l M a n a g e M e n t ( o p M )
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o f f I c e o f P e r s o n n e l M a n a G e M e n t
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
general Administration/Program Management 329 49 141 43% 177 54% 70 87 54
human resources 394 47 173 44% 205 52% 123 118 170
Management/Program Analysis 282 46 114 40% 140 50% 42 45a 53
cOMPLIANcE AND ENFORcEMENt (page 17)
criminal investigation 24 39 2 8% 2 8% 4 7 11
general investigation and inspection 1,608 46 688 43% 874 54% 238 346b 625
INFORMAtION tEcHNOLOgy (page 22) … 162 48 66 41% 94 58% 15 13c 20
LEgAL (page 24)
contact representative 204 48 63 31% 107 52% 34 10 12
retirement claims Specialist 333 48 177 53% 217 65% 41 21 23
SEcuRIty AND PROtEctION (page 31)
Personnel Security Specialist 38 43 9 24% 11 29% 19 26d 39
SOcIAL ScIENcES (page 32)
research Psychology 43 42 9 21% 10 23% 9 7 7
totAl … … 1,422 42% 1,837 54% 595 680 1,014
a Mass transfer of five employees from dod to oPM in fy 2005. b Mass transfer of 1,277 defense Security Services employees from department of defense’s (dod) to oPM in fy 2005. c Mass transfer of two employees from dod to oPM in fy 2005. d Mass transfer of 148 employees from dod to oPM in fy 2005 which were subsequently reassigned from Security Specialists to investigation positions.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� �
a g e n c y m i s s i o n
Protects investors; maintains fair, orderly and efficient markets; and facilitates capital formation.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
3,371
b e s t P l a c e s r a n k i n g
The Securities and exchange commission ranked 3rd out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 71.9.
d i v e r s i t y P r o F i l e
Male: 51.3%
female: 48.7%
white: 66.5%
African-American: 18.6%
hispanic: 4.8%
Asian/Pacific islander: 8.1%
native American: 0.3%
l o c at i o n s
• headquarters: washington, d.c.
• other offices: new york city, boston, Philadelphia, Atlanta, chicago, denver, fort worth, Miami, Salt lake city, San francisco and los Angeles.
F u t u r e h i r i n g P r i o r i t i e s
The Securities and exchange commission recruits for attorneys, accountants and securities compliance ex- aminers. Most Sec employees have previous experi- ence in the securities industry working for law firms, state and federal prosecutors, public accounting firms or self-regulatory organizations. A small number of positions are filled at the entry level. The number and location of job opportunities vary based on workload and case priorities.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
The Sec conducts on-campus interviews at many law schools nationwide in the late summer and early fall. Additionally, Sec attends most minority bar association annual meetings and many professional conferences for MbAs and accounting organizations. Approximately 15 to 30 third-year law students and judicial clerks are hired each year as entry-level law clerks through the Sec Advanced commitment Program. The business Associate Program, a two-year professional opportunity for recent MbA graduates and other business-related Master’s degree programs, introduces candidates to the regulation of the securi- ties market and the work of the commission. The Sec offers three paid Summer honors internship programs — the law program for first and second year law students, the business program for MbAs and other business-related Master’s degree programs, and the college program for undergraduates in any major. The Sec also offers a volunteer school year program — the law Student observer Program — that exposes law students to the work of the com- mission for one semester. The Sec produced a video “Make a difference: work for the Sec” targeted to attract attorneys, accountants, economists, cPAs and MbAs (www.sec.gov/about/media.htm).
Sec offers employees a variety of work/life programs, including telework, supplemental vision and dental benefits, and student loan repayment to attract and retain high quality employees. in fy 2005 and 2006, 772 employees received student loan repayments totaling nearly $7 million.
W e b s i t e s
www.sec.gov www.sec.gov/jobs.htm
s e C u r i t i e s a n d e x C h a n g e C o M M i s s i o n ( s e C )
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s e c U r I t I e s a n d e x c H a n G e c o M M I s s I o n
PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-08a
AccOuNtINg AND buDgEt (page 12)
Accounting 896 41 76 9% 128 14% 148 69 266
cOMPLIANcE AND ENFORcEMENt (page 17)
Securities compliance examination 173 35 5 3% 8 5% 46 43 24
LEgAL (page 24)
Attorney 1,350 41 69 5% 122 9% 289 141 258
totAl … … 150 6% 258 11% 483 253 548
a hiring projections based on current employment and projected budget ceiling for fy 2007 and 2008. no data available for fy 2009.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
� 0 0
a g e n c y m i s s i o n
Maintains and strengthens the nation’s economy by aiding, counseling, assisting and protecting the inter- ests of small businesses, and by helping families and businesses recover from national disasters.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
2,434
b e s t P l a c e s r a n k i n g
The Small business Administration ranked 30th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 43.4.
d i v e r s i t y P r o F i l e
Male: 46.2%
female: 53.8%
white: 57.5%
African-American: 29.8%
hispanic: 8.0%
Asian/Pacific islander: 3.8%
native American: 0.9%
l o c at i o n s
• headquarters: washington, d.c.
• regional offices: boston, new york, Philadelphia, Atlanta, chicago, fort worth, kansas city, denver, San francisco and Seattle.
F u t u r e h i r i n g P r i o r i t i e s
The Small business Administration conducted a skills gap assessment of its key occupational areas in 2006. The assessment, which the office of Personnel Management (oPM) acclaimed as a model and best practice, provides the SbA with the necessary infor- mation to support succession planning activities. hir- ing priorities are filling vacancies in key occupational areas as identified in the gap analysis. These include business and industry specialists, loan analysts, pro- gram managers, and human resource and information technology specialists.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
SbA participates in various recruitment fairs and the Presidential Management fellows Program, which identifies high potential candidates. during fy 2005, the agency granted one recruitment bonus in the amount of $5,000.
W e b s i t e s
www.sba.gov www.sba.gov/jobs
s M a l l b u s i n e s s a d M i n i s t r at i o n ( s b a )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09a
ADMIN./PROgRAM MANAgEMENt (page 13) … 157 55 65 41% 97 62% 31 16 24
human resources 40 45 5 13% 8 20% 24 11 15
buSINESS AND INDuStRy (page 16)
general business and industry 802 51 197 25% 338 42% 245 27 39
loan Specialists 195 50 35 18% 72 37% 56 20 27
INFORMAtION tEcHNOLOgy (page 22) … 118 45 5 4% 8 7% 27 24 36
totAl … … 307 23% 523 40% 383 98 141
a fy 2007-2009 hiring figures are based on historical hiring data.
pa r t n e r s h i p f o r p u b l i c s e rv i c e
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a g e n c y m i s s i o n
Advances the economic security of the nation’s people through compassionate and vigilant leadership in shaping and managing America’s social security programs.
to ta l n u m b e r o F F u l l - t i m e e m P l o y e e s ( 2 0 0 6 )
61,413
b e s t P l a c e s r a n k i n g
The Social Security Administration ranked 7th out of 30 large agencies in the 2007 Best Places to Work in the Federal Government rankings with an index score of 66.5.
d i v e r s i t y P r o F i l e ( a s o F 9 / 3 0 / 0 6 )
Male: 30.1%
female: 69.9%
white: 53.7%
African-American: 28.1%
hispanic: 12.8%
Asian/Pacific islander: 4.1%
native American: 1.2%
l o c at i o n s
• headquarters: baltimore, Maryland.
• regional offices: Atlanta, boston, chicago, dallas, denver, kansas city, new york, Philadelphia, San francisco and Seattle.
• Approximately 1,300 field, hearings, teleservice, program service offices/centers and enumeration centers nationwide.
• highest concentrations of employees: Alabama, california, florida, illinois, Maryland, Missouri, new york, Pennsylvania, texas and virginia.
F u t u r e h i r i n g P r i o r i t i e s
The Social Security Administration projects that more than 40 percent of its employees will retire by 2014. This comes at a time when the agency is expecting an increased workload due to the upcoming wave of retirements by the baby boom generation. in response to these challenges, SSA has developed a future workforce transition Plan, which is a roadmap to developing and engaging the workforce of the future with specific activities and action items for managing its human capital activities.
SSA will continue to prioritize hiring in direct service positions, such as service and claims representatives, benefit and claims authorizers, and teleservice repre- sentatives. Most of these positions will be at the entry level and for locations throughout the country.
in addition, as the disability claim process is im- proved, there will be an increased need for claims and benefit authorizers, legal professionals and informa- tion technology positions. These positions will be at both the entry- and mid-career levels, and located at headquarters and at field locations throughout the country.
r e c r u i t m e n t P r o g r a m / o u t r e a c h e F F o r t s
SSA has a strong national recruitment strategy. This strategy involves a nationwide marketing plan and campaign, coordination of nationwide recruitment cadres, on-campus college recruitment, use of the internet to publicize career opportunities and outline career paths, and use of automation to enhance out- reach efforts and improve the timeliness of the hiring process. SSA provided 12 recruitment bonuses in fy 2005 and 2006, which were used to fill occupations in areas such as technology, nursing and actuarial specialties.
W e b s i t e s
www.socialsecurity.gov www.socialsecurity.gov/careers
s o C i a l s e C u r i t y a d M i n i s t r at i o n ( s s a )
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PROFESSIONAL FIELD key occupational Area/Position
# of employees 9/30/2006
Average Age
retirement eligibility fy 2007
retirement eligibility through fy 2010
total Separations fy 2005-06
total hires fy 2005-06
Projected hires fy 2007-09
ADMIN./PROgRAM MANAgEMENt (page 13)
human resources 659 49 235 36% 348 53% 97 35 …
INFORMAtION tEcHNOLOgy (page 22) … 3,686 47 897 24% 1,441 39% 459 499 …
LEgAL (page 24)
Administrative law judge 1,119 60 650 58% 926 83% 117 114 …
Attorney 1,657 47 221 13% 435 26% 93 116 …
benefits Authorization 3,308 44 608 18% 1,019 31% 435 513 …
claim Assistance/examination 2,158 51 807 37% 1,179 55% 407 103 …
legal Assistance 2,840 48 467 16% 918 32% 356 172 …
Paralegal 1,487 52 592 40% 910 61% 186 1 …
SOcIAL ScIENcES (page 32)
claims representative/Authorizer 27,798 46 7,043 25% 11,391 41% 3,421 2,571 …
Service/teleservice contact representative 10,839 44 1,542 14% 2,865 26% 1,624 1,982 …
totAl … … 13,062 24% 21,432 39% 7,195 6,106 1,000 - 1,200 annuallya
a total number of annual hires is dependent on appropriations. Most will be for claims and service/teleservice contact representatives, and benefit authorizers.
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OccuPAtIONAL gROuP federal government total u.S.
AccOuNtINg AND buDgEt 9,841 440,400
ADMIN./PROgRAM MANAgEMENta 14,305 737,700
bIOLOgIcAL ScIENcES 4,479 21,300
buSINESS AND INDuStRy 11,407 336,000
cOMPLIANcE AND ENFORcEMENt 27,243 50,700
EDucAtION 264 134,100
ENgINEERINg 10,712 169,800
FOREIgN SERVIcE 1,585 federal government only
INFORMAtION tEcHNOLOgy 11,562 77,700
LEgAL 9,691 108,900
MAtHEMAtIcS AND StAtIStIcS 1,194 10,800
MEDIcAL AND PubLIc HEALtH 35,350 681,000
PAtENt EXAMININg 1,575 federal government only
PHySIcAL ScIENcES 1,944 30,300
QuALIty ASSuRANcE 1,684 34,800
SEcuRIty AND PROtEctION 35,620 317,400
SOcIAL ScIENcES 4151 127,800
tRANSPORtAtION 4,825 52,200
VEtERINARy ScIENcE 342 7,500
a Management and Program Analysis is included in the Admin./Program Management occupational group.
Source: total civilian hiring Projections: bureau of labor Statistics, daniel e. hecker, “Occupations Employment Projections to 2014” Monthly Labor Review, November 2005. u.S. labor force projection based on estimated new entrants to each occupation.
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F i n d i n g o u t a b o u t J o b o P P o r t u n i t i e s
www.uSAjobS.gov, the official job site of the u.S. federal government, is a one-stop source for federal jobs and employment information.
Agency web sites provide more information about career opportunities and special programs (www.uSA.gov includes a listing of all federal agencies with links to their web sites).
www.makingthedifference.org is designed specifically for young job seekers. it provides useful tips on topics like student loan repayment and includes profiles of young federal employees.
g o v e r n m e n t- W i d e c a r e e r / i n t e r n P r o g r a m s
Federal Career Intern Program helps agencies attract outstanding undergraduate and graduate students to a variety of entry-level positions. These are two-year, full-time commitments, not short-term internships. After successfully complet- ing the program, participants may be eligible for permanent jobs. The program is managed by federal agencies so interested candidates should contact agencies directly. for more information, see www.opm.gov/careerintern.
Presidential Management Fellows Program (PMF) is an excellent way to launch a federal career upon completion of a graduate program. These two-year positions provide fellows with rotational assignments and extensive training. The applica- tion deadline is in early fall, and students must be nominated by their school. for more information about the program, see www.pmf.opm.gov.
Student Education Employment Program provides federal employment opportuni- ties to students enrolled (or accepted for enrollment) at least half-time in high school, technical, vocational, 2-4 year college or university, graduate or profes- sional schools. The two program components are:
Student Temporary Employment Program (STEP) positions are temporary in- ternships that range from summer jobs to as long as the student is in school. The work does not have to be related to the student’s academic major. The program requires that the student be a u.S. citizen. for more information about the program, see opm.gov/employ/students/intro.asp.
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Student Career Experience Program (SCEP) positions are related to the undergraduate and graduate students’ area of study and require a formal commitment by the university or college. Most positions are paid, and the student may receive academic credit. if the student successfully completes 640 hours of work, he/she can be appointed to a permanent position with- out going through the traditional hiring process. The program requires that the student be a u.S. citizen. for more information, see www.opm.gov/em- ploy/students/intro.asp.
o t h e r P r o g r a m s
if you are a veteran or have a disability, check the oPM website for special pro- grams for veterans and persons with disabilities. go to www.opm.gov for details.
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why choose a federal career? you probably know something about jobs in the private and nonprofit sectors, but did you know that…
1. The Nation’s Largest Employer is Hiring • in the next five years, the office of Personnel Management (oPM)
and the Partnership project that more than 550,000 federal employees — one-third of the entire full-time permanent workforce — will leave the government. oPM further projects that by 2016, 40 percent of all current federal employees will retire. That’s a lot of job openings.
2. you can Make a Difference • federal employees do work that impacts the lives of every American. • you can play a vital role in solving pressing problems, from homeless-
ness to homeland security.
3. There’s a Job for Every Interest • There are federal jobs suited to every interest and skill, from art history
to zoology. • you can combine your skills with your interests — for example, use
your accounting background to improve the environment, your engi- neering degree to improve airport security, or your biology degree to conduct cutting-edge medical research.
4. The Federal government can Help Pay for School • federal agencies may help you pay back up to $10,000 per year of your
student loans. • Some agencies may pick up the tab if you decide to pursue a graduate
degree.
5. you can Advance Quickly • federal agencies offer excellent training and development opportunities. • There are a number of “fast track” possibilities for advancement in
your field. • Think long-term — many federal managers and executives will retire in
the next few years.
6. There are Federal Jobs Around the country …and Around the World • About 86 percent of federal jobs are located outside of the greater met-
ropolitan washington, d.c. area. • More than 50,000 federal employees work abroad.
7. The Federal government Values Diversity • The federal government serves as a model to the private sector in
achieving workforce diversity. • federal agencies actively encourage minorities and individuals with dis-
abilities to consider government service through a variety of internships and fellowships.
8. Federal Jobs Pay better than you Think • Average government salaries are competitive for most professions. • Pay can increase quickly for top candidates with strong education and
experience.
9. Flexible Work Schedules and benefits Encourage Work-Life balance • federal agencies offer a variety of programs to help employees balance
work and family, including flexible work schedules, job-sharing and on-site child care centers in larger government facilities.
• federal benefits, including health insurance, retirement and vacation are extremely competitive with the private sector.
• Agencies offer transit subsidies for employees able to use mass transit to commute.
10. The Federal government is a career builder • Advance your career by developing highly marketable skills. • use your federal experiences as a building block for an exciting and
diverse career.
a p p e n d i x i i i : to p t e n r e a s o n s to C h o o s e a f e d e r a l j o b
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The federal job search and application process can often be intimidating to some job seekers. below are five basic tips to help you along your way.
1 . d o y o u r r e s e a r c h
understand the Federal Landscape
Start your federal job search by surveying what’s out there for you. whether you’re an english major or a mechanical engineer, the federal government has opportunities for almost any academic area. here are a few additional tools available to help you understand federal job opportunities
The Partnership’s job seeker site (www.makingthedifference.org) offers a va- riety of tools to help you identify what could be available. The site includes academic-specific guides, guides for student programs, information on federal student loan repayment and even “hot” internships and jobs.
The Best Places to Work in the Federal Government rankings (www.bestplaces- towork.org) provide results of employee engagement surveys from more than 221,000 federal employees and 283 federal agencies and subcom- ponents. This web site breaks the data down even further to match your personal profile and find the best agency for you.
www.uSAjobS.gov, the official job site of the u.S. government, is another great resource when starting out your job search. This site provides an A-Z listing of all federal agencies with links to their web sites. This resource will help you understand the general breakdown of federal agencies and the vast number and type of exciting federal job opportunities.
The office of Personnel Management is responsible for ensuring a “high quality and diverse federal workforce.” The oPM web site (www.opm.gov) includes information on federal benefits and salaries. Students can also find out about the special student programs described on page x of this report.
oPM’s web site also breaks down the demographics of the federal work- force. Anyone can search fedScope (www.fedscope.opm.gov) and find statistics such as current demographic breakdowns by state, department and/or type of position.
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use your Resources and get Educated
do you know anyone currently working in government? who do you know that would have a relationship with a federal employee? family, friends, profes- sors or school alumni could be a great place to start your search.
family and friends: Sometimes those closest to you can be your best search tools. if none of them are current or former federal employees, they may be able to put you in touch with one.
Professors, faculty and career Services: your university’s faculty, staff and career services staff probably have relationships with federal agencies. Many of these professionals have already developed relationships with federal agencies and can help connect you to a federal job.
do you still need a contact? feel free to simply reach out to a federal recruiter yourself. whether it is through a web site search or simply the blue pages in your local phone book, you can reach out to your local federal offices to ask about job opportunities.
2 . i d e n t i F y t h e J o b y o u W a n t
Searching for Opportunities
now that you have done your homework, it’s time to find a vacancy announce- ment that matches your interests, background and needs.
if you are a student or still in the academic environment, begin your search at www.Studentjobs.gov, where you can find opportunities for students at all academic levels. The site allows you to search in a variety of ways, so be sure to utilize the site’s functionality by searching broadly and keeping your eyes open for opportunities at many agencies.
A very similar site is www.uSAjobS.gov, the government’s web portal for thousands of federal opportunities. federal agencies are required to post most of their job openings on this search engine.
visiting an agency’s site can often uncover additional opportunities not on the previous two sites. while on an agency’s site, take time to learn more about the mission, issues and type of work done by the agency.
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3 . F o l l o W t h e a P P l i c at i o n i n s t r u c t i o n s
Applying for Federal Opportunities: Put your best Foot Forward
As you begin the federal application process, you will need to develop a federal résumé (which differs from a traditional résumé). you can simply create and save one at www.uSAjobs.gov. The site provides a résumé template and allows a job seeker to save up to five different résumés at any one time. you can also print a copy.
in addition to a federal résumé, federal jobs often require an applicant to fill out an application questionnaire or respond to a knowledge, Skills and Abilities (kSA) assessment.
The questionnaire requires the applicant to self rank on a series of skill sets needed to perform the duties of the position and also answer questions about job or academic experience.
The kSA assessment requires an applicant to respond in a first person nar- rative regarding experience with a particular skill set or knowledge area. Additional tips on writing these responses are available at www.makingthe- difference.org.
4 . P at i e n c e i s a v i r t u e
The federal application process typically takes longer than the private sector, so don’t assume you are out of the running. however, if you need to make a deci- sion and haven’t heard yet, follow up! call the agency contact listed for the job opening.
Following up
when applying for a federal opportunity, note the deadline (“closing date”) of the announcement. Agencies often don’t begin reviewing applications until after the announcement closes. Some announcements are open for several months, and agencies use these announcements for ongoing hiring.
in addition to finding the announcement closing date, try to identify the hr staff member or hiring manager. call or email if you have questions about the status of your application or to ask questions.
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5 . b e P r e P a r e d
Interviewing
if you are invited to interview for a federal job, treat this experience like any other interview. Additional tips on interviewing can be found at a university career center or through a variety of helpful sites on the web.
keep all of your records, awards, transcripts, writing samples, references and a current résumé handy for the next steps, such as an interview and/or back- ground check.
a B o U t t H e P a r t n e r s H I P f o r P U B l I c s e rV I c e
The Partnership for Public Service is a nonpartisan, nonprofit organization that works to revitalize the federal government by inspiring a new generation to serve and by transforming the way government works.
Again, special thanks to careerbuilder.com for its support of this report.
1100 new york Avenue nW Suite 1090 east washington dc 20005
202 775 9111 phone 202 775 8885 fax www.ourpublicservice.org
government Solutions group 1050 connecticut Ave nW 10th floor
202 772 2032 phone 202 772 3309 fax www.careerbuilder.com
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