By Chris Coligado, EVP at Fedstack
The federal workforce is nearing a tipping-point.
The agencies are balancing digital change and the reality of a changing pool of talent. While the public sector has always been prone to change, it is now more than ever necessary to adopt a new approach to employee development.
It’s important to act quickly. McKinsey believes that digitization could provide the public sector with more than $3.5 trillion worth of economic value. Gartner reported that 81% public sector firms prioritized digital transformation with significant investments made in AI, cybersecurity and managed IT services.
Without the right people, you will not be able to achieve your goals. These people must understand the objectives and know how to use the emerging technologies.
The agencies must adopt a strategic talent development approach that emphasizes reskilling as well as upskilling.
Equipping the Federal Workforce for the Future
The agencies need to have people trained in the future. The gap between the skilled workforce and those who are needed to operate government is widening as AI, cloud-based modernization and data-driven decisions become more common.
Two massive shifts are needed.
First, AI can be used to identify gaps in skills and create training that is aligned with the mission goals. Second, hiring is not the only solution. To fill in the gaps, agencies should invest in training, adaptability, and a ready workforce.
The Federal Government’s Move towards Skill-Based Hiring
The public sector has already made great strides in hiring. The traditional hiring models, which focus on years of experience and degrees, are starting to be replaced by skills-based hiring.
The Office of Personnel Management has been encouraging agencies to use competency-based hiring protocols in recent years. This shift allows for people to be hired with the technical skills needed by modern government jobs, regardless of their background.
The Federal Cyber Reskilling Academy, for example, reflects this change by helping agencies to tap into new talent pools and upskill their employees in key areas such as cybersecurity and data sciences.
The Federal Workforce: Upskilling and Reskilling is Important
The federal talent development program has a lot of work to do, but hiring based on skills is a positive step.
The majority of agencies still use outdated training models, which have not kept up with AI or cloud computing.
The Government Accountability Office’s (GAO) 2023 report is clear: Skills gaps are holding back agencies. Skills gaps are a problem in 22 of 37 high-risk areas listed by the GAO, illustrating how much work still needs to be done.
There are some bright spots. The Department of Labor is expanding its Apprenticeship Program to include roles that are more focused on technology. SkillBridge, a program of the Department of Defense, offers transitioning servicemen and women opportunities in federal technology. Cross-sectoral partnerships have already led to more customized, real-time solutions.
Upskilling and Reskilling cannot be an afterthought if agencies want to have a workforce ready for the future. Continuous learning must be a top priority.
AI can assist by allowing training to be tailored to meet real skills gaps. Meanwhile, stronger partnerships with experts in the private sector can provide workforce development strategies that agencies require. The right approach will help mission-critical work not only keep pace, but move forward.
Digital Transformation: The Way Forward: Actionable Solutions
Digital transformation has evolved beyond upgrading IT systems. It must also include how mission priorities, technology, and workforce planning evolve. When agencies treat it like another procurement cycle they face the same problems: hiring gaps and outdated processes that slow modernization efforts.
Automation and AI can be helpful, but are not solutions that you can set up and forget. Even the most experienced teams may struggle to keep up with technology. Cyber threats are changing, cloud adoption is increasing, and AI has reshaped how agencies work. Training cannot be reactive. It must be an integrated, ongoing strategy.
Good news! Agencies don’t need to do it all alone. Since years, the private sector has refined AI, cloud and cybersecurity solutions. By leveraging this expertise, agencies can execute their missions faster and more efficiently. The agencies that invest now in AI-driven skills and training will have a workforce ready for the future.
Look Ahead: The Future of Federal Innovation
We believe that the future of public service will be built upon deeper connections between public and private sector.
Global IT spending is expected to exceed $4.94 trillion by 2024. The agencies that are able to adopt AI-driven learning, rethink outdated recruitment models, and enhance partnerships with experts in the private sector will be those that lead. Sectors that do not modernize their workforce development face skill shortages, inefficiencies and a growing gap between operational capabilities and mission-critical requirements.
This is both a huge challenge and an enormous opportunity. When agencies embrace innovation, they will be stronger, agiler, and better equipped for their mission in the future.
The first time HR News published the post Building an Future-Ready Federal Workers: Strategic Talent Development for a Digital Age.
