On December 27, 2010, during that quiet holiday period, a Presidential Executive Order called for sweeping changes in developing talent for the Federal government. The new Pathways Program, which the Office of Personnel Management (OPM) will put into place over the course of the next year, will unify programs for interns, recent graduates and Presidential Management Fellows. The common denominator will be an emphasis on developing the knowledge, skills and interest that will trend program participants toward an appreciation of the value of serving the country. Each involves giving successful candidates an experience of government employment before a long-term commitment by either employer or employee.
This new program has obvious implications for recruitment communications. First, the programs will tend to favor those agencies with high awareness and positive reputations. The entry-level candidates sought for the different Pathways, e.g., students from high school through graduate school, tend to be unfamiliar with most agencies and what they do. They often can connect their interest and educational focus with agency offerings.
In contrast to the private sector, most Federal agencies have little exposure with the public. Furthermore, many Federal agencies have not developed an employer brand and employer value proposition (EVP) that distinguishes them from other opportunities. A strong brand aligns employee workplace realities and job candidate perceptions with leadership vision and aspirations.
On the other hand, the Pathways Program in itself presents a unique attractor to students and recent graduates. At a time when the private sector, burdened by cost issues, may have necessarily pulled back from developing the next-generation workforce, the government can encourage women and men onto a Federal career path.
The Pathways Program: Creating a Genuine "Entry Level"
The Pathways Program answers a need that many government HR leaders, recruiters and hiring managers have felt for the past few years. Facing the threat of impending Baby Boomer retirements, they have simultaneously lacked a structure for bringing bright new people into government. The route for entry-level people finding their place in the Federal government has often been arduous and confusing.
Students and professors, as well as college placement offices, have had to meander through a maze of alphabet soup. Then, after submitting an application, they have often found themselves immediately at a competitive disadvantage with more experienced workers. Even when hired, entry-level employees may have little chance to develop an understanding of the value of a long-term government career.
Not surprisingly, many young people opt for the private sector, where currently there may be fewer opportunities, but the hiring processes are more straightforward. Fortunately, in the preamble to the order, President Obama notes that students and recent graduates "infuse the workplace with their enthusiasm, talents, and unique perspectives." However, instead of being welcomed by opportunities, the job seekers confront a civil service hiring process "structured in a manner that, even at the entry level, favors job applicants who have significant previous work experience." This structure, combined with complex rules, constitutes a significant barrier.
In other words, though intended to level the playing field, the rules have had the opposite effect; standing in the way of young people from serving the nation.
Developing the Next Generation: Communicating a Unified Approach
With this order, the Federal government has taken another step toward welcoming the “civic generation.” Poll after poll shows that young people born after 1980 have the proclivity to combine material well-being with a life of serving others. By making entry-level opportunities more understandable, Pathways can help agencies reach out to the kind of new employees that would mesh best with their missions and cultures.
The first step the Order takes to improve recruiting is to unify student and recent grad hiring approaches with a focus on developing talent.
The Pathways Program consolidates student and recent graduate programs into a single approach with three distinct paths:
- The internship program ultimately replaces previous programs and only covers students enrolled in a wide variety of educational institutions, from high school to post-graduate. Interns will receive "meaningful developmental work."
- The Recent Graduates Program is also geared toward developmental concerns. It “shall provide individuals who have recently graduated from qualifying educational institutions or programs with developmental experiences in the Federal Government intended to promote possible careers in the civil service.” Job seekers will have two years after graduation to apply, while military veterans will have six after completing their education. Hires will get to learn the Federal government over the course of a two-year appointment, after which they must apply for a regular Federal civil service position.
- The Presidential Management Fellows (PMF) Program, which was begun 30 years ago and which will retain its name, will expand eligibility for its audience of advanced-degree candidates. Fellows will continue to have a two-year appointment, which can lead to a permanent position.
These three Pathways offer both employers and employees a chance to evaluate each other. Yet, the best programs cannot work if the candidate market is unfamiliar with opportunities. Supported by an Employer Brand and recruitment communications, agencies have a new tool for revitalizing their workforce.
For information on developing and communicating messages with the Pathways audience, please contact John Bersentes at john.bersentes@tmpgovernment.com
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