Gov Career

By Phil Piemonte

Blog archive

Out with the old, in with the new

Well, the Federal Career Intern Program is history. Unions who maintained that the program was being overused—and misused, they said—to bypass competitive hiring have gotten their way.

At the same time, those unions say they plan to keep a close eye on new internship initiatives outlined by the administration.

Some people further up the food chain claim that with the demise of FCIP, they have lost an important hiring tool, one they say aided efforts to bring the right talent onboard expeditiously when necessary.

Is it half of one and 50 percent of the other? We’d like to hear from some folks who came into their jobs via FCIP—and also from anyone who’s glad it’s gone.

Posted by Phil Piemonte on Jan 04, 2011 at 4:02 PM


Reader comments

Tue, Feb 15, 2011

Believe it or not, I was an internal Intern who'd worked for the Gov't for over 15 years. I saw the announcment for the Internship positions, applied and went through the program with several recent college graduates. No, I don't think the program is fair to employees who've been with the gov't for years and have been competing for higher grades. The Interns come in at grade 7 and are guaranteed a grade 12 in 3 years. With those same funds, they can train employees who are already with the gov't

Sun, Jan 9, 2011

I was hired into the FCIP on 8 Nov. 2010. I graduated undergrad cum laude and grad school cum laude. My previous career gave me 6 yrs experience towards this federal career. The career I left paid $20K more. I left for a more stable career. It was a difficult choice because of the difference in salary, but the noncompetitive advancement is what gave me the push to go forward with it. I figured I could struggle for two years until I reached the grade that would pay me equivalent. NOW, I'm reading that I will be a competitive employee. I will continue to work hard and earn my promotions, but I just dont like the fact that they are not guaranteed; like they were promised upon hiring.

Fri, Jan 7, 2011

My experience has been VERY DIFFERENT than what most of you are describing. At my agency, the FCIP program was the ONE AND ONLY way to bring in college graduates who had no military background/non-veterans and it was a very small number that were hired on (< 1%). They were young, bright, and had new and fresh ideas regarding instructional systems and training technology--a breath of fresh air when compared to 20+ year veterans starting their 2nd career. Over the last 20 years, many have proven to be some of our most outstanding and innovative employees and have risen to top management positions in our career field. This program was not abused in the 24 years I've observed it and to me it's a travesty that it is being abolished. We will have no avenue to hire recent college graduates into our career field as veterans will block them every time.

Fri, Jan 7, 2011

I am glad that it is gone, I have seen the abuse and deny of veterans rights, I am a veteran and I have 23years of federal service, will complete my master degree in April 2011. I am all for helping people get ahead start but not at the expense of those who worked hard and deserved it and were overlooked because of managers inclined to hire friends of family members. I have witness an employee come into the agency as GS7 was a prior contract employee with no college degree or specialized training and get the position over a veteran who served over 20 years, had a master degree and was a business owner. Fair is Fair and Wrong is Wrong and it is just wrong for those who work hard to earn the required experience and degrees to be past over for less experience and qualifications. Not only should the FCIP be gone but also those managers who abused the privileges and gave positions to those who did not deserve them over those who did.

Thu, Jan 6, 2011 Mary

Entry level work at SSA totally wastes a college degree, and for many years high school was qualifying. Not everyone has the means or the brains to go to college, but can do work starting with repetitive data-entry tasks, learn the program from the inside and become highly qualified, capable employees. This tradition has been thrown in the trash along with consideration for long-time employees with valuable experience.

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