Government

Governments and government agencies have a hard time filling roles because they have highly specialized hiring needs. You need access to a deep talent pool if you have to fill surge roles as created by initiatives such as the CURES Act or for special hiring authority needs. And the question is often whether you can “build” that talent internally or “buy” it by looking to external candidates.

We help you assess the talent you have and determine whether you can turn it into the talent you need. We also show you where you can find top talent to add to your roster. Our assessments will reveal whether your prospective and current talent has the competencies, traits and drivers to meet your goals. When talent matches our success profiles, they’re more likely to be engaged at work, and your chances of a successful promotion or hire skyrocket.

When budgets are limited, it’s important to ensure that you’re investing wisely. Before you choose a leadership development program, make sure it offers tangible results that lead to success in a role. We help you to achieve this by building research-based Success Profiles that identify the vital leadership attributes, via our four-dimensional model for leadership and talent, needed for success in the role, given your mission strategy and organizational culture.

Our assessments help you gauge where to spend your development dollars so you get the most for your investment. We use our data-driven diagnostics to create personalized learning journeys aligned to the success profile to ensure development activities are aligned to high performance in the role. We help you identify and develop potential today so you can put your organization in the best position to succeed tomorrow.

To lead effectively, government organizations must have credibility. An essential part of that credibility is reflecting the diversity of the people you serve.

But all too often, the leadership ranks of government agencies look different from the rest of their organization and their community. That’s not a problem you can solve overnight with a few quick hires and a diversity training session. It requires a long-term, dedicated strategy that roots out the causes of inequity so you can sustain your progress.

Through our government consulting we enable federal organizations to unlock the power of all of their employees. We review your current diversity, equity and inclusion programs and listen to your employees with our DE&I Compass. We will use this to understand what makes people disengaged and what is inhibiting employees’ advancement.

We identify where potential biases might be built-in. For example, we uncover inequities in pay, talent acquisition, talent review, development, special assignment opportunities, promotions, succession and retention. Then we compare your organization against our DE&I maturity benchmarks, which measure how well your efforts are driving business outcomes. From here we build a roadmap of where you need to go and how you can get there.

We leverage our Inclusive Leader model as it transcends current approaches to DEIA. Where standard approaches solely focus on creating diversity champions, Korn Ferry helps build inclusion architects, leaders who role model and demonstrate inclusive behaviors dealing with diverse employees and constituents, and who can uncover new opportunities to serve by embedding DEIA in talent, operations and organizational decisions.

Few organizations believe there’s a ready-now successor for their positions or that their talent is ready for new challenges. Preparing successors requires organizations to understand their internal talent pipeline and develop a transparent development strategy that includes coaching. For government positions, this is especially critical given the specific competencies required to fulfill roles, including Executive Core Qualifications (ECQ).

Korn Ferry is a coaching institute accredited by the International Coach Federation (ICF) for the government sector. Our government consulting provides coaching tied to competencies identified by the Office of Personnel Management. We follow the For Your Improvement development guide in creating our coaching plans. We also offer project management and contract management certification programs that satisfy federal requirements.

Government agencies that create a positive, supportive employee experience are more likely to engage and retain talent and drive higher performance. A key part of that experience is an enticing rewards and benefits program. It’s essential to know how to build a compensation program that appropriately incentivizes deserving professionals.

We can put together a rewards program and create an engaging employee value proposition. We suggest the right strategy to attract talent. We also help you identify and address compensation trends with a flexible, competitive benefits strategy that reinforces your goals.

Let us be part of your success story. Contact us to start implementing talent strategies that will put people first—both inside and outside your organization.