Building Our Best: Strengthening Recruitment and Retention in Federal Contracting

The federal government faces significant challenges in recruiting and retaining contracting professionals essential to its procurement operations, a vital function for managing over $750 billion in annual purchases. The Office of Federal Procurement Policy (OFPP) and the Office of Management and Budget (OMB) issued a memorandum to address these issues, aiming to secure a pipeline of talent and enhance the effectiveness of the federal contracting workforce. Key strategies include improving recruitment, fostering professional development, and establishing mechanisms for retention across all civilian agencies. This initiative aligns with broader goals outlined in the President’s Management Agenda to elevate workforce capacity and improve government procurement outcomes.

Recruitment strategies emphasize collaboration and a cross-agency approach, with the establishment of an Acquisition Workforce Advisory Committee (AWAC) as a central element. This committee will guide the recruitment efforts by identifying barriers to hiring, setting actionable targets, and sharing best practices across federal agencies. The memo stresses the importance of early career development, recognizing that civilian agency contracting professionals are underrepresented at entry-level positions compared to their counterparts in other sectors. Agencies are encouraged to share hiring certifications and participate in pooled hiring practices to widen the talent pool and streamline the onboarding process.

To enhance retention, the initiative recommends empowering contracting professionals with leadership training and career development opportunities. The goal is to foster a culture of innovation, enabling contracting professionals to support agency missions effectively while building rewarding careers. Agencies are expected to implement structured retention programs that offer experiential learning, internships, networking opportunities, and career growth pathways. Additionally, the advisory committee will host bi-annual workshops to share successful retention strategies, furthering a collaborative environment across agencies.

Another important element involves reducing bureaucratic burdens and modernizing the acquisition function. The OFPP urges agencies to perform regular reviews of their internal policies to eliminate redundancies and unnecessary obstacles that hinder workforce innovation. Additionally, emerging technologies such as artificial intelligence and data analytics are highlighted as essential tools to enhance the efficiency of acquisition professionals, allowing them to focus on strategic activities rather than compliance-driven tasks.

The memo reflects the urgency of addressing the federal workforce challenges, especially as the government increasingly relies on contracting professionals to negotiate high-value contracts, manage risks, and meet the needs of various missions. By integrating leadership training with the core acquisition framework, the initiative ensures that every contracting professional, from entry-level to leadership roles, receives continuous development opportunities. The OFPP’s commitment to promoting parity between civilian agencies and the Department of Defense also aims to boost career mobility within the federal contracting community.

In addition, the OFPP plans to advocate for broader use of direct hiring authorities, working with the Office of Personnel Management (OPM) and Congress to streamline hiring procedures. These steps are intended to expedite recruitment processes, particularly for mission-critical roles, by minimizing bureaucratic delays. Agencies are also urged to participate in strategic workforce planning to align their staffing needs with long-term goals and mission priorities, ensuring they can effectively respond to future challenges

Modernization and diversity are recurring themes throughout the memorandum. Promoting organizational diversity, fostering interdisciplinary networks, and equipping employees with the latest technological tools are central to transforming the federal acquisition landscape. The federal government aims to create a workforce that not only reflects the values of equity and innovation but also operates efficiently to deliver high-value outcomes for taxpayers.

This policy also highlights the importance of continuous improvement, with agencies expected to benchmark their performance through surveys and feedback from stakeholders. Tools such as the Federal Employee Viewpoint Survey (FEVS) and the Data to Decisions (D2D) platform will assist in assessing job satisfaction, identifying areas for improvement, and measuring the impact of workforce initiatives over time.

This post is intended for informational purposes only and does not guarantee the accuracy of the content or provide legal advice.