GovernmentExecutive.com

In the five years since its inception, the Federal Career Intern Program has grown into the government's largest noncompetitive hiring program for lower-level positions, the Merit Systems Protection Board found in a new report.

The number of interns joining the FCIP increased from about 400 in fiscal 2001 to about 7,000 in fiscal 2004, according to the report. The program's flexibility fueled its popularity, MSPB found.

Agencies could make a few enhancements in how they use the program, however, the report stated. For example, they could broaden recruiting strategies and do a better job of weeding out poor performers.

The FCIP is a two-year internship designed to be used at grades GS-5 through GS-9. It is open to all individuals, including current federal employees. Agencies seeking interns under the program are exempt from traditional competitive hiring procedures, such as posting public notices of vacancies.

The FCIP does maintain federal veterans' preference policies, but otherwise has fewer restrictions than other recruitment programs. The Outstanding Scholar program, for example, requires a 3.5 grade point average. The Presidential Management Fellows Program involves a nominating process.

MSPB found another promising result from the FCIP program: Most interns expressed a desire to stay in their jobs, and in the federal government. Ninety-seven percent of 1,290 interns surveyed by MSPB for the report said they wanted to stay in government for at least the next year. And 81 percent of 2001 interns are still federally employed.

MSPB recommended several ways to further enhance the program.

For example, agencies should look beyond college campus visits and career fairs when they're recruiting interns, the report stated. The average age of FCIP participants is 30, far beyond college age, the report noted.

Agencies could use paid advertisements, for-fee recruiting agencies, employee referrals and alumni associations for a more diverse recruitment program, the MSPB suggested.

The board also said agencies could improve training offered to participants. By Office of Personnel Management regulation, agencies have to provide those in FCIP with training, but there is no required amount or type.

More than 60 percent of interns surveyed said they had received five full weeks of training, but the board, calling training the "cornerstone" of the FCIP, found that many participants were not receiving adequate amounts. The report emphasized the importance of formalized training, rotational assignments and mentor programs.

MSPB suggested that agencies make better use of the program's probationary period as well. Agencies should view the two-year internship as a trial period and should avoid automatically converting the employees to the competitive service, the report stated.

The board based its report on OPM-compiled statistics, its own survey of 1,290 interns and their supervisors, and a separate questionnaire to agency human resources offices.

COMMENTS

• The intern programs, specifically the Copper Cap and Palace Acquire programs, are a wonderful way of recruiting top level college graduates in the local areas. Program graduates are almost guaranteed a GS-12 upon completion and are very competitive for GS-13's when time-in-grade requirements have been reached. The program members are encouraged to attend graduate school on the government’s dime (Uncle Sam paid for all of my grad school expenses except books) and are awarded every opportunity to attend quality training classes relevant to both government and commercial business. My opportunities in the "real world" are just as promising as they are in civil service because of my knowledge gained. I've received multiple offers for jobs with salaries paying in the GS-14 range but I just accepted a 13 (been in government service just over five years after starting as a seven) and very much enjoy my job. Just letting you know that these programs work and are a great tool in getting the workforce ready for when you "old timers" decide to retire. GovExec.com reader Posted November 10, 2005 2:25 PM
• Dear Robert M., The federal government doesn't want to provide useful, lasting training programs, such as paying for real college degrees - because then, people would decide to leave and get a real job. What it wants is a totally indoctrinated, docile workforce that will never leave because the training and promotions employees get out of the system are only useful if they stay in the civil service. Hence, programs like Upward Mobility. I did get a real college degree going to school at night and working at DoD during the day. The agency paid for it but believe me, my managers were kicking and screaming the whole way. For years, I put up with a manager that tried to get me to take leave with out pay to finish the degree (so someone else would be sitting at my desk when I came back?). He also threatened to make me travel 50 percent of the time (after years of virtually no travel) so that I would miss my classes. I also put up with endless resentment from my coworkers. Even a discussion with my manager about how my going to school was demoralizing to my coworkers. When I graduated, the management then tried to demote me with no guarantees of ever moving up again - saying that this was fair because I was starting a brand new (but related) series. There you go. And there I went. GovExec.com reader Posted November 9, 2005 10:56 AM
• It's a relative issue. Once the outside becomes more palatable again, they will leave the government. Especially once they realize all the kissing up they have to do in the government as the means to being "competitive." I'm sure they'll love NSPS and DTS (what a disaster)! Get rid of DTS! Posted November 3, 2005 2:44 PM