Future Leaders Program by Kj24Q1

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									                   Background

 NNSA was stood-up in 2000 as a semi-autonomous
  agency within the DOE.

 There has been little recruitment into the NNSA
  since 2000, and no recruitment to fill entrance level
  positions.

 Demographics of the NNSA Workforce
    Average age is 47 years old
    50% of the workforce is eligible for optional
     retirement in the next 10 years.
                Background (continued)

 Administrator of NNSA decided to dedicate resources
  to an “Intern” program in October 2004.

    30 new recent college graduates each year for next 7 years

    Dedicated staff to manage program (2 people)

 This program is called the NNSA Future Leaders
  Program.
       The Future Leaders Program Design

 A two year program of training and development

 Participants are organizationally assigned to NNSA
  HQ but are duty stationed in various work sites of
  NNSA across the country

 Each occupational group has a discipline-specific
  training program, e.g. General Engineer, Facility
  Representative, Business Specialist, and Information
  Technology Specialist
                    FLP Design
 FLP Participants will serve on at least two
  different rotational assignments to gain work
  experience in other NNSA organizations.

   Each HQ Participant must work 60 days in a field
    site, and each field site participant must work 60
    days at HQ.

 Training curriculum is very structured –
  technical participants are reassembled 2-3
  times a year for formal training.
                        FLP Benefits
 Selectees in Technical positions (Engineers and Physical
  Scientists) were appointed into Excepted Service Positions
  authorized by the NNSA Act.

 Pay ranges for Pay Band II are equivalent to GS-9 through GS-11.

    For example, an Engineer with a Bachelor’s Degree and a 3.2
     GPA was offered $46,754 (RUS), as compared to GS-7/1 at
     $34,149 (RUS).

 Selectees to Business positions were appointed into Excepted
  Service positions under the Federal Career Intern Program.

 MBA graduates were appointed at GS-9/1 salary, or $41,772 (RUS)
           FLP Benefits (continued)
 Incentives offered candidates –
   $5,000 Recruiting Bonus – paid in a lump
    sum

   Paid Moving expenses
     Not to exceed $5000 per employee


   Student Loan Repayment
     Not to exceed $10,000 per year for 6 years
                  Service Agreements
• Training      – Selectees must sign a service agreement to work
                  for two years after completing the two year
                  training agreement

• Recruiting    – Selectees must sign a one year service
  Bonus           agreement

• PCS           – In order to accept PCS reimbursement,
  Expenses        participants must sign a one year service
                  agreement
• Student
  Loan      – In order to accept SLR, participants must sign a
  Repayment   service agreement for 3 years for the first year of
              student loan repayment and for 1 year for each
                  additional year of benefits received.
     Service Agreements (continued)


Service Agreements run concurrently,
so if SLR is for $20,000 or less, your
service commitment is for 4 years.
                 Recruitment

Teams interviewed at 15 different campuses during
the Spring, 2005, semester.
            129 Candidates Interviewed
            20% Master’s Degrees
            22% Women
            47% Minorities
              Campus Recruitment Visits

Georgia Institute of Technology      University of Florida, Gainesville
Howard University                    University of Maryland, College Park
New Mexico State University          University of Missouri, Rolla
South Carolina State University      University of Nevada, Las Vegas
Southern University                  University of New Mexico
Texas A & M                          University of Tennessee, Knoxville
University of California, Berkeley   Wichita State University
University of California, Davis
        Demographics of Group that Accepted
                    Male    Female         %
African American       2         1        10%

Hispanic               6          3       31%

Asian                  3          2       17%

Native American        1          0       4%

White                  8          3       38%
                      20          9
                      69%        31%

                      28%   White Males
                      72%   Minority or Women
                      62%   Minority
        Schools from Which Selections were Made

2 Georgia Institute of Technology   2 University of California, Davis
1 Howard University                 1 University of Missouri, Rolla
4 New Mexico State University       1 University of Nevada, Las Vegas
1 South Carolina State University   6 University of New Mexico
1 Southern University               2 University of Tennessee, Knoxville
1 Texas A & M                       1 University of Texas, El Paso
2 University of California,         4 University of Maryland, College
  Berkeley                            Park
Information on 29 Participants in the FLP Class of
                      2005
  20% of participants have a master’s degree
  Ages of FLP Participants range from 21 – 35
  Average age is 25 years old
  Average GPA of FLP Participants is 3.25
  20 of 29 participants have requested student
   loan repayment
  Average amount of student loans held is
   $14,500
 39 Offers were made in order to select 29
  participants.
 Reasons for Declinations
 3   Did not want to make 4 year commitment
 2   Wanted to do hands-on engineering
 3   Accepted other job offers for higher salary
 1   Accepted position with IAEA in Vienna, Austria
 1   Accepted fellowship for PhD
Why People Accepted This Job
   Student Loan Repayment
   Recruitment Bonus
   Job security
   Benefit package
   Travel opportunities
   Rotations during two year program
   Career vs. job
      Unique
      Nuclear Security
      Patriotism

								
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