{"id":22458,"date":"2020-11-24T13:57:13","date_gmt":"2020-11-24T18:57:13","guid":{"rendered":"https:\/\/opsweb.wpengine.com\/?p=22458"},"modified":"2021-03-05T09:54:10","modified_gmt":"2021-03-05T14:54:10","slug":"how-to-use-a-proven-fbi-model-to-keep-mission-critical-positions-filled","status":"publish","type":"post","link":"https:\/\/ourpublicservice.org\/blog\/how-to-use-a-proven-fbi-model-to-keep-mission-critical-positions-filled\/","title":{"rendered":"How to use a proven FBI model to keep mission-critical positions filled"},"content":{"rendered":"\n<p>When an employee leaves&nbsp;a job, it can take months to recruit and hire a replacement.&nbsp;And&nbsp;those&nbsp;lengthy vacancies can overwhelm staff and jeopardize an agency\u2019s ability to deliver on its mission.&nbsp;Agencies can look to an FBI model to minimize how long positions remain unfilled by forecasting attrition and recruiting&nbsp;before a position becomes vacant.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-how-the-fbi-forecasts-job-vacancies\"><strong>How the FBI forecasts&nbsp;<\/strong><strong>job&nbsp;<\/strong><strong>v<\/strong><strong>acanc<\/strong><strong>ies&nbsp;<\/strong>&nbsp;<\/h3>\n\n\n\n<p>In December 2019, the FBI\u2019s&nbsp;human resources&nbsp;team created a model that forecasts vacancies&nbsp;up to nine months out&nbsp;in every occupation.&nbsp;The model estimates how many people are likely to leave, how long it takes to bring a new employee on&nbsp;board,&nbsp;and what percentage of job offers&nbsp;leads to&nbsp;hiring&nbsp;a new&nbsp;employee.&nbsp;<\/p>\n\n\n\n<p>That information helps the bureau understand when it should&nbsp;start&nbsp;recruiting&nbsp;new talent and how many offers it needs to ensure it remains fully staffed.&nbsp;An FBI&nbsp;field office supervisor, for example,&nbsp;can check the model to see&nbsp;how many IT specialist positions are vacant and how many are projected to be vacant in three, six and nine months. If the model shows one vacancy now,&nbsp;but none in three months, it signals there are candidates completing background investigations,&nbsp;and the position is on its way to being&nbsp;filled.&nbsp;<\/p>\n\n\n\n<p>However, if the model shows vacancies in six or nine months, it tells the manager there aren\u2019t enough candidates in the pipeline and to begin the hiring process, given how long the background investigation can take.&nbsp;<\/p>\n\n\n\n<p>The model also considers the percentage of candidates who don\u2019t successfully&nbsp;pass&nbsp;the background investigation, helping supervisors understand how many people they need to interview and how many provisional offers they need to make to fill a position.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-early-skepticism-about-the-model\"><strong>Early s<\/strong><strong>keptic<\/strong><strong>ism<\/strong><strong>&nbsp;<\/strong><strong>about&nbsp;<\/strong><strong>the model<\/strong>&nbsp;<\/h3>\n\n\n\n<p>When the FBI\u2019s&nbsp;human resources&nbsp;team rolled out the model, offices were slow to adopt it and didn\u2019t always trust what it was telling them. \u201cWe put it out there and the field offices did not know how to use it,\u201d said Peter&nbsp;Sursi, senior executive for recruitment and hiring at the FBI. \u201cHiring ahead of attrition was so alien to everybody\u2019s experience and everything they had ever been told.\u201d&nbsp;<\/p>\n\n\n\n<p>Gradually, the HR team gained buy-in by making the model more user-friendly, teaching the field offices how to use it, and demonstrating how it can help them keep their mission-critical positions filled\u2014a longstanding challenge for the FBI.&nbsp;<\/p>\n\n\n\n<p>\u201cNow divisions can look at their nine-month attrition forecast and say, \u2018Well, I don\u2019t have a vacancy now, but the model says that I\u2019m going to need a nurse and two evidence techs and three IT specialists in nine months,\u201d&nbsp;Sursi&nbsp;said. \u201cSo,&nbsp;let me conduct interviews and put those candidates in background now, and they should be landing right about the time those vacancies are being realized.\u201d&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-use-the-fbi-s-model-to-implement-your-own-solution\"><strong>Use the FBI\u2019s model to implement your own solution<\/strong>&nbsp;<\/h3>\n\n\n\n<p>The FBI\u2019s attrition model shows that, while it might take time for&nbsp;staff to buy into new&nbsp;innovative hiring practices, there is always room to improve how agencies&nbsp;find, acquire and develop new talent.&nbsp;&nbsp;<\/p>\n\n\n\n<p>For more information&nbsp;on federal talent acquisition, read the report:&nbsp;<a href=\"https:\/\/ourpublicservice.org\/wp-content\/uploads\/2020\/08\/A-Time-for-Talent.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">A Time for Talent: Improving Federal Recruiting and Hiring<\/a>.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When an employee leaves&nbsp;a job, it can take months to recruit and hire a replacement.&nbsp;And&nbsp;those&nbsp;lengthy vacancies can overwhelm staff and jeopardize an agency\u2019s ability to deliver on its mission.&nbsp;Agencies can look to an FBI model to minimize how long positions remain unfilled by forecasting attrition and recruiting&nbsp;before a position becomes vacant.&nbsp;&nbsp; How the FBI forecasts&nbsp;job&nbsp;vacancies&nbsp;&nbsp;&#8230;<\/p>\n","protected":false},"author":73,"featured_media":22461,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"sort-date":"","content-type":"","om_disable_all_campaigns":false,"_searchwp_excluded":"","footnotes":""},"categories":[7596],"tags":[11674,11673,9174,4548,10056],"class_list":["post-22458","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workforce","tag-attrition-model","tag-fbi","tag-hiring","tag-recruiting-and-hiring","tag-research-reports"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.2 (Yoast SEO v26.2) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to use a proven FBI model to keep mission-critical positions filled<\/title>\n<meta name=\"description\" content=\"When a federal employee leaves a job, it can take months to fill the vacant position. 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