MASINT5 Industry Brief Approved

Information about MASINT5 Industry Brief Approved

Published on December 30, 2007

Author: Kliment

Source: authorstream.com

Content

Industry Perspective on AGI/MASINT* Staffing December 2006 Greg Masse :  Industry Perspective on AGI/MASINT* Staffing December 2006 Greg Masse *Advanced Geospatial Intelligence/Measurement and Signature Intelligence Outline:  Outline General Labor Trends MASINT Labor Observations Final Observations Labor Shortfall:  Labor Shortfall By 2012, the U.S. Bureau of Labor Statistics says that nearly 50 percent of the workforce will become eligible for retirement. Shortage of available skilled workers may exceed 10 million by 2010. Within the next 10 years, 18 million jobs will require individuals with degrees. At current graduation levels, the Employment Policy Foundation predicts a shortfall of 6 million. Labor Shortfall (continued):  Labor Shortfall (continued) 20 percent of this country’s large established companies will be losing 40 percent of their top-level talent in the next five years. The replacement pool of 35-44 year-olds will decline by 15 percent during the same period. Of the 20 fastest growing occupations listed in the 2004-05 Occupational Outlook Handbook, all of the corporate positions are in information technology. Project Manager is #1 - Development Dimensions International, U.S. Bureau of Labor Statistics Employee Loyalty:  Employee Loyalty According to a new Society of Human Resources Management survey 75 percent of American employees and 82 percent of American executives are looking for a new job. Where Do We Find AGI/MASINT Candidates for Industry?:  Where Do We Find AGI/MASINT Candidates for Industry? 20 years ago, most would have come out of the government Cleared Trained Technically focused 10 years ago, about half would have come from government and the remainder from recent college grads Today Experienced MASINT personnel often come from within industry The government pool is shrinking and graying fast Majority are recent grads or changing jobs for a variety of reasons Clearances are an industry nightmare and limiting factor Where Do We Find Candidates? February 2005 – April 2006:  Where Do We Find Candidates? February 2005 – April 2006 SAIC Web site: candidates applied via saic.com or resumes found in Web resume Internet: resumes from job boards, personal home pages, conference attendee lists, published articles, etc. Open House/Job Fair: candidates attend this event Campus: new/recent graduates or interns Agency: search firms 2006 Graduate Starting Salaries:  2006 Graduate Starting Salaries Chemical engineering ($55,900) Computer engineering ($54,877) Electrical/electronics and communications engineering, ($52,899) Mechanical engineering ($50,672) Computer science ($50,046) Accounting ($45,723) Economics/finance, including banking ($45,191) Civil engineering ($44,999) Business administration/management ($39,850) Marketing/marketing management, including marketing research ($36,260) The following majors have the highest salaries paid to 2005-06 graduates. Average salary offers in parentheses. National Association of Colleges and Employers (NACE). Retaining AGI/MASINT Personnel:  Retaining AGI/MASINT Personnel More difficult to retain qualified MASINT personnel today Long-term outlook for AGI/MASINT employment is unclear – especially for younger folks Escalating salaries and competition outside of MASINT Paradox of better AGI/MASINT exploitation tools Lower morale based on increasing sophistication of tools that emphasize production and remove the “science = fun” part Greater focus on IT contribution over science and phenomenology If we make the work seem mindless, we lose MASINT expertise developed over years Retaining AGI/MASINT Personnel (continued):  Retaining AGI/MASINT Personnel (continued) Shrinking R&D budgets Industry invests little in basic research – limited commercial applications of AGI/MASINT government funding favors shorter timelines with emphasis on transition to ops Looking more to academia for R&D but clearances are typically a problem Myth of “low hanging fruit” Sad irony: real-world problems are more difficult and the science more demanding The Contract/Hiring Dilemma Deeply Affects Morale:  The Contract/Hiring Dilemma Deeply Affects Morale Problem: Assemble a first-rate, cleared, trained MASINT team Keep together for a limited-life contract Develop new work, new customers to sustain the team Place employees in other work if unsuccessful at receiving new MASINT tasking We win work based on the quality of our resumes Attracting and retaining skilled people is difficult without assurances of long term employment Clearances – what can be done? Training is critical to replace aging MASINT workforce Customers often mention a lack of local scientists and phenomenolgists TS Clearance Cycle Times Survey Results September 2006:  Cycle time for 105 Top Secret Cases Closed During September ‘06: Initial Cases – 504 calendar-day average from submittal to Final Clearance Authorization (n = 25 Cases) 16 months, 24 days Periodic Reinvestigations – 470 calendar-day average from submittal to Final Clearance Authorization (n = 80 Cases) 15 months, 20 days Combined Average – 478 days (15 months, 28 days) TS Clearance Cycle Times Survey Results September 2006 Timeliness Comparison - Feb ‘06 to Sep ‘06:  Timeliness Comparison - Feb ‘06 to Sep ‘06 Average Days to Close (Submittal to Posting) Top Secret: February 2006 – 419 calendar day average from submittal to Final Clearance Authorization (142 cases) September 2006 – 478 calendar day average from submittal to Final Clearance Authorization (80 cases) Worsened by 59 days MASINT Training Requirements:  MASINT Training Requirements As senior MASINT personnel retire from industry and government over the next 5 years, MASINT training becomes increasing critical to mission success MASINT skills are unique and require formal training, science or engineering background, unique mission understanding, and mentoring Training needs are different for each: Skill – Tasking Collection Processing Exploitation Dissemination (TCPED) MASINT sub-discipline and category Age group Bottom line: training is more important than ever to sustain the AGI/MASINT core Age Profile of MASINT Personnel:  Age Profile of MASINT Personnel Veterans Born 1922-1943 (Age 63-84) “Manhattan Project” Born 1977+ (Age ?-29) “9/11” Summary of ages over six SAIC MASINT Divisions Note: four distinct generations in the workplace today 3 percent 6 percent 37 percent 54 percent Baby Boomers Born 1943-1960 (Age 46-63) “Cold War” Generation Xers Born 1960–1980 (Age 26-46) Generation Nexters “Gulf War” Final Observations:  Final Observations The first wave of boomers is now reaching retirement age Represents the most experienced MASINT scientists and phenomenologists – primary in traditional MASINT systems Retention techniques - provide opportunities for personal growth, involvement, and public recognition Bulk of MASINT workforce is now Gen Xers More technology savvy and appreciate diversity and pragmatism Top things wanted in a job: Positive relationships with colleagues Interesting work Continuous opportunities for learning Gen Nexters Although small part of the current MASINT workforce are a primary concern for MASINT staffing and training Reflect a mix of values of both previous generations Gen Xers - The Primary MASINT Workers in Industry:  Gen Xers - The Primary MASINT Workers in Industry Gen Xers would change jobs for 51 percent to telecommute 61 percent of Gen X women for more flexible hours 77 percent for increased intellectual stimulation What Gen Xers Do Not Care About Recognition Very Low Salary Third from last A signing bonus will not keep someone at work Power and prestige Dead last Shelton Survey of 1200 Gen Xers

Related presentations


Other presentations created by Kliment

Julius Caesar
01. 11. 2007
0 views

Julius Caesar

Because of Winn Dixie Irivarren
24. 02. 2008
0 views

Because of Winn Dixie Irivarren

costs
04. 10. 2007
0 views

costs

Johnson ANS
26. 10. 2007
0 views

Johnson ANS

Feroci LNF7may07
29. 10. 2007
0 views

Feroci LNF7may07

cultural dimensions
28. 11. 2007
0 views

cultural dimensions

savanna st
29. 11. 2007
0 views

savanna st

A C 16 US CHAPTER
31. 10. 2007
0 views

A C 16 US CHAPTER

00 19 pp7
05. 11. 2007
0 views

00 19 pp7

Ninja
20. 11. 2007
0 views

Ninja

Eng DeutscheConference 2004
23. 11. 2007
0 views

Eng DeutscheConference 2004

obesidade infantil
28. 12. 2007
0 views

obesidade infantil

Hydro Forming
02. 01. 2008
0 views

Hydro Forming

mental health powerpoint
04. 01. 2008
0 views

mental health powerpoint

gogel
04. 01. 2008
0 views

gogel

Final Ghana presentation sophie
04. 01. 2008
0 views

Final Ghana presentation sophie

Civil Security
07. 01. 2008
0 views

Civil Security

Displacement GK 4th
06. 11. 2007
0 views

Displacement GK 4th

23 7 2007enghlish
24. 10. 2007
0 views

23 7 2007enghlish

gas
30. 10. 2007
0 views

gas

heckls
15. 11. 2007
0 views

heckls

SmokeFree Workplace Policies
07. 12. 2007
0 views

SmokeFree Workplace Policies

annualresults0304
20. 02. 2008
0 views

annualresults0304

Chapter 15 Section 4
27. 02. 2008
0 views

Chapter 15 Section 4

Hartz2
16. 11. 2007
0 views

Hartz2

vedbhawan
13. 12. 2007
0 views

vedbhawan

nemo 4
03. 01. 2008
0 views

nemo 4

Advice for US Companies in China
15. 11. 2007
0 views

Advice for US Companies in China

LondonPreDepartureIn tern2008
14. 03. 2008
0 views

LondonPreDepartureIn tern2008

AnneMurphy
27. 03. 2008
0 views

AnneMurphy

Lt4 OpportunitySearch
30. 03. 2008
0 views

Lt4 OpportunitySearch

canCanadaVendorRequi rements
06. 11. 2007
0 views

canCanadaVendorRequi rements

MZ Investor Presentation Nov 07
13. 04. 2008
0 views

MZ Investor Presentation Nov 07

catalog bbc
22. 11. 2007
0 views

catalog bbc

2003 10 28 wendy
01. 12. 2007
0 views

2003 10 28 wendy

strategia
21. 11. 2007
0 views

strategia

alternative therapies
05. 12. 2007
0 views

alternative therapies

Repro 2007 Behague
02. 01. 2008
0 views

Repro 2007 Behague

celtico
06. 11. 2007
0 views

celtico

narrows2s
08. 11. 2007
0 views

narrows2s

VGLAscoringguidelines
24. 12. 2007
0 views

VGLAscoringguidelines

O is for Oklahoma
03. 10. 2007
0 views

O is for Oklahoma

uiuc indri
16. 11. 2007
0 views

uiuc indri

Lecture3 History Fall 2007
05. 01. 2008
0 views

Lecture3 History Fall 2007

lis510n06a 02
30. 10. 2007
0 views

lis510n06a 02

PR Strauss
01. 11. 2007
0 views

PR Strauss