i-team’s Current Project:
Improving District Government Recruitment and Hiring (2023)
Summary Overview
Our initial analysis reveals that the District government faces challenges in recruiting and retaining skilled employees due to a complex talent management process.
By identifying specific areas for improvement within the recruitment and hiring processes, we can directly enhance the District government's ability to fill "hard-to-fill" positions, such as social workers, case managers, and experienced medical examiners.
The evaluation, design, and implementation of solutions to improve the District's workforce development have significant consequences. Prolonged vacancies across departments can negatively impact the quality of life in our neighborhoods, tourism, and the private sector. Insufficient staffing leads to longer workdays, early retirements, and resignations, resulting in low retention rates.
Project Description
In March 2022, Mayor Bowser emphasized prioritizing District residents for vacant positions within the DC government. Recognizing the abundance of local talent, the Mayor advocates for fair opportunities for residents.
In response, the i-team began assessing the current hiring landscape. The Mayor expressed particular interest in filling "hard-to-fill" positions, which vary by agency and lack a comprehensive definition.
The Department of Human Resources (DCHR) recruitment team has identified challenges in filling vacancies, including a national shortage of certain positions like social workers and nurses.
Project Objectives
- Lower barriers for DC residents and foster a more inclusive hiring process.
- Reduce open jobs while ensuring workforce diversity reflects the District's population.
- Decrease the overall time to hire, from posting to onboarding.
Project Phases
- Understand the Problem: Conduct extensive research, gather insights from stakeholders, and identify areas for improvement.
- Generate and Test New Ideas: Develop prototypes and success metrics, test them with residents and agencies, and refine ideas based on feedback.
- Deliver Initiatives: Pilot the most promising initiatives, develop tracking protocols, and measure success over approximately three months.
Stakeholder Engagement
- Sister Agencies: Collaborate with identified District Government agencies.
- External Organizations: Partner with community organizations focused on talent and employment.
- Community Members: Engage with District residents who are job seekers.
- Core Team: Work closely with key partners throughout the project.