The U.S. Federal government is the single largest employer in the country (even just counting civilian employees, not military). With the size and scope of work involved in running our government programs, this community of over two million people is incredibly diverse, but there are some commonalities in terms of workforce challenges and concerns.
- Automation - There is a real fear as digital initiatives become routine and administrative tasks are automated, machines will take over the work of humans. However, workforce and technology leaders have said over and over this is simply not the reality. Yes, certain tasks that people used to do will be handled by machines, but that shift frees up those same people to do other, more valuable work. The government is committed to "reskilling" the workforce to be able to rise to these new, more innately human tasks and, in turn, expect to see increased job satisfaction as people move from rote, mundane tasks, to activity that has a closer connection to the mission of the organization they work for.
- Relocation - The military has grown accustomed to the BRAC process as bases are closed or their use changes to better support the realities of global defense. However, relocation is now a reality for the civilian workforce. With telework and remote workforces now better enabled, it is not as critical that all workers are located in Washington, DC. The government, including the Department of Agriculture and the Department of the Interior, has been looking for ways to consolidate operations in areas that are more central to the constituents they serve and are in areas of the country with lower real estate prices and cost of living.
- Stability - Once thought to be the most stable of jobs, recent spending impasses and resulting government shutdowns have left one in four government workers worried about the impact a shutdown would have on their life.
Artificial Intelligence (AI) continues to dominate tech headlines. Now, rather than learning what the technology could mean for government, we're reading about where it's being implemented, and the results being achieved. A recent report found that AI is no longer considered optional, but rather a critical component to managing and using large amounts of data. IT leaders in government are looking to AI to automate routine, data-oriented tasks, ease access to diverse sets of data, prioritize tasks based on the benefit to the organization, and generally keep track of ever-growing streams of data.
The Intelligence Community (IC) has long been a top consumer and analyzer of data in government. Not surprisingly, they have embraced AI technology to supplement the work of analysts by reducing the amount of manual data sorting with machine-assisted, high-level cognitive analysis. AI is being used to help triage so the highly-trained analysts can spend their time making sense of the data collected by looking at the most valuable and seemingly connected pieces.
Health and Human Services (HHS) implemented an AI solution when they needed to quickly procure Hazmat suits to meet the response to an Ebola outbreak. Procurement officials were able to use AI to make like-to-like comparisons among products. After the initial tactical analysis, the acquisition teams were able to use the data gathered on department wide pricing and the terms and conditions to better define parameters for ten categories of purchases.
Despite the successful implementations in many agencies, AI is still in the pilot and introductory phase. The Air Force is making it easier to begin experimenting with AI. Because the DoD has strict rules about what can be put on their networks, it is difficult to introduce new technologies into the production environment. The Air Force has created a workaround with the Air Force Cognitive Engine (ACE) software platform, a software ecosystem that can connect core infrastructures that are required for successful AI development (people, algorithms, data, and computational resources).
HHS is looking to use AI to analyze dated regulations as part of their AI for deregulation project. The pilot has found that 85 percent of HHS regulations from before 1990 have not been edited and are most likely obsolete. Using AI to flag regulations with the term "telegram," for example, will begin the prioritization of data that needs to be looked at by humans.
With a focus on automation and digitization in government, there is a perceived fear that, just like the science fiction films and books warned, robots will take over our jobs (and potentially later, the world). The reality is that while some manual jobs will be "taken over" by machines, there is still a huge need for people to train and double check those technologies. In automating rote functions, we are letting machines do what they do best - quickly capture and compute data -- and freeing humans to do what they do best - make sense of the machine's outputs.
Government agencies are committed to training employees to reskill them into higher value jobs that allow them to not only keep their job, but elevate their skills and place in the organization. It is not surprising that technology will also play a big role in that training.
Virtual Reality (VR) training is not new to government. The Defense Department has been using it for years to create a realistic environment for training soldiers on expensive combat equipment and preparing them for new terrains and environments. Civilian agencies have begun using VR and Augmented Reality (AR) to better connect with citizens, making interacting with government services feel like playing a video game. Taking the lessons learned from Fortune 500 companies, the government can now extend their use of VR to general workforce training. Continue reading
Acquisition-it's a complex topic for the government market. Private sector companies must navigate a complex system to make their solutions and services available to government customers. Federal acquisition professionals are working to ease this process and adapt decades old policies to meet the needs of modern technology buys such as cloud and as-a-service offerings. There are also new mandates and government-wide policies like FITARA that IT and procurement personnel have to understand and comply with. Add to this the fact that the acquisition workforce is in an incredible state of turnover with older professionals retiring and new ones coming in without the guidance of procurement veterans.[Tweet "Acquisition - it's a complex topic for the government market. #GovEventsBlog"]
The ACQUIRE Conference and Expo that took place in June in Washington, DC was designed to help government agencies create, manage, and run successful programs. The conference program offered federal agency-led training sessions, and government & industry thought leadership panels and keynotes. At the event, the Professional Services Council (PSC) issued their biennial Acquisition Policy Survey that more definitively outlined the challenges detailed above. Some of the findings included: Continue reading
We are continuing our focus on cybersecurity as we roll through October, the official month for cybersecurity awareness. Here at GovEvents we feel there is a strong connection between awareness and training. There has been wide reporting about the shortage of trained cyber professionals. So how do we get qualified (and interested) professionals up to speed on the practice of cybersecurity?
As we mentioned in a post this summer, cybersecurity is among the most common topics for events listed on GovEvents.com. There are a wide variety of events from panel discussions sharing lessons learned to specific technology demos and trainings. Given the need for more professionals, in-depth hands on training may be the most needed type of event. Continue reading