◆ SpookStack

Streamlined Hiring Process The FBI has historically had an overly lengthy and cumbersome hiring process that has impeded our ability to bring on the personnel to meet emerging threats and needs Thanks toa concerted effort by the Administrative Services Division, the average time for the background investigation process has been reduced from over six months to less than three months, which has helped us hire significantly more support personnel. We hired a total of 1,145 support employees in 2003 (including over 200 analysts) compared to.a total of 365 in 2002. To improve efficiency further, we purchased new software to automate the hiring process, and plans are in the works for a Centralized Processing Center that will house all major functions related to processing applications for certain positions in the FBI. Having functions. such as testing, personnel security interviews and polygraphs in the same facility will keep the hiring process consistent, help us keep applicants informed of progress, and create efficiencies to move successful applicants quickly into the background check process. Training Traditionally, the FBI's Training Division focused on two flagship programs based at the FBI Academy in Quantico, Virginia — training for new Special Agents and the National Academy for non-FBI law enforcement officers, For a variety of reasons, including inadequate resources and fragmented training responsibilities, lirnited progress was mace in support of career development for on-board employees. To address this issue, we significantly expanded the resources and responsibilities dedicated to workforce training, and we instituted a new training management structure. We replaced the old Training Division with the more expansive Training and Development Division, and we are in the process of recruiting an Assistant Director who will be responsible for the development and distribution of training for all FB! employees. The Assistant Director will be supported by a new staff of training professionals in the Office of Training Development (OTD) at Headquarters, a Special Agent in Charge who will manage day-to-day operations at the FBI Academy, and a Senior Executive Service-level Dean of Academics who will focus on developmental training for on-board employees. Executive Leadership Initiatives The FBI has an extremely talented cadre of supervisors both in the field and at Headquarters. To keep this cadre as strong as possible, we have launched several new initiatives. These efforts help our leaders manage changes related to the FBI's transformation, and ensure that managers have the broad range of experience and flexibility needed to adapt quickly to changing priorities Leadership Skills Assessment (LSA) — As part of our efforts to develop senior managers and prepare individuals with high potential for executive leadership roles, we instituted a new Leadership Skills Assessment for all employees interested in pursuing supervisory positions within the Bureau, The LSA 1a live telephonic role simulation in which candidates play the role of either a squad supervisor or an ASAC, and it evaluates eight core competencies determined to be essential for successful performance as a mid-level manager in the FBI 000000398 ‘ Isc poc. #5 59