i-team Focus: Enhancing District Government Recruitment and Hiring
 Summary Overview
The i-team's preliminary analysis reveals that the District government is grappling with the challenge of recruiting and retaining a skilled workforce, primarily due to a complex talent management process.
Identifying the specific areas within the recruitment and hiring processes that require strengthening will directly impact the District government's ability to onboard jobs commonly referred to as "hard-to-fill" positions, such as new social workers, case managers, and experienced medical examiners.
The evaluation, design, and implementation of solutions to enhance the District's workforce development carry significant consequences.
Prolonged vacancies across various District government departments likely have detrimental effects on the quality of life in our vibrant neighborhoods.
Insufficient staffing levels within critical District agencies result in longer workdays for employees, early retirements, and unplanned resignations, ultimately leading to low rates of personnel retention.
 i-team Jenny Kessler (center) receives briefing from DCHR executives.
Project Description
In March 2022, Mayor Bowser emphasized the importance of prioritizing District residents for vacant positions within the DC government, stating, "There is opportunity available in DC right now, and we want DC residents to be first in line." The Mayor consistently acknowledges the abundance of talent in the District and advocates for fair opportunities for those who call the capital their home.
Responding to Mayor Bowser's directive, the i-team commenced an assessment of the current hiring landscape for District government positions. The Mayor specifically expressed interest in filling agencies' "hard-to-fill" positions, which refer to roles that require assistance in attracting or retaining suitably qualified individuals. The definition of "hard-to-fill" may vary by agency, and there is no comprehensive list of such positions across the District.
The District government’s Department of Human Resources (DCHR) recruitment team has identified several challenges in filling the District government’s active vacancies, including a national shortage of certain positions such as social workers and nurses.
The i-team has established a set of objectives for this project, and they are as follows:
- Lower the barriers experienced by DC residents and foster a more inclusive hiring process.
- Reduce the number of open jobs while ensuring the workforce represents the diversity of the District population.
- Decrease the overall time required to complete the hiring process, from posting job vacancies to hiring applicants.
 Job seekers at MLK Library for DCHR sponsored Spring hiring event April 2023.
The project involves engagement with four categories of stakeholders:
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Sister Agencies: District government agencies identified by Mayor Bowser, DCHR, and the Director of the Office of Budget and Performance Management.
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External Organizations: Community organizations dedicated to connecting talent with employment opportunities.
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Community Members: District residents who are job seekers, selected through various methods such as external organizations and registrants with hiring fairs.
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Core Team: Key partners involved in close collaboration with the i-team throughout the three phases of the innovation process.
Recent data analysis sheds light on the District government's potential to bolster its hiring practices and attract job seekers motivated by a sense of purpose. Surveys and interviews reveal that a majority of job seekers, five in six, prioritize finding mission-driven work, a preference the District government can fulfill. Moreover, the District government has demonstrated efficiency in filling vacant positions compared to other municipalities. Washingtonians enjoy higher selection rates for District government jobs, and their representation in the applicant pool has steadily increased since 2019.
 Despite these positive indicators, challenges persist. The findings derived from the i-team's work reveal hurdles that impact both job seekers and recruitment and hiring personnel.
Technology limitations and understaffing within hiring ranks contribute to delays in processing applications and a lack of timely communication with job seekers about their status. Job seekers voiced concerns about online vacancy announcements being unclear and confusing, leading to ambiguity about job responsibilities and expectations. Additionally, when these announcements fail to attract enough qualified applicants, reposting already unclear job descriptions exacerbates the issue. Certain "hard-to-fill" positions present distinctive challenges, consuming disproportionate time and resources.
To gather crucial data and insights, the i-team conducted interviews with 66 stakeholders, including job seekers, agency personnel, and administrators from other municipalities. Additionally, a survey of 175 job seekers collected quantitative data on hiring timeframes, vacancy durations, and application processing times. These findings informed 20 key insights about improving the District government's hiring process, spanning communication with applicants, technology utilization, marketing strategies, and the clarity of job descriptions.
 i-team hiring project core team meeting June 2023.
With a comprehensive understanding of the existing challenges and promising opportunities, the District government is now well-equipped to refine its hiring procedures and create an even more inclusive and mission-driven workforce. Addressing these issues will not only benefit job seekers but also enhance the District government's ability to serve residents effectively and efficiently.
The innovation team places emphasis on involving the public in shaping service design to align decisions with the needs and aspirations of District residents. To achieve this, the i-team has organized a six feedback sessions, actively seeking input from District residents during the design and development phase.
Using iterative processes like prototyping and piloting, concepts are continually improved, considering their feasibility and impact. This stage also involves resource allocation, setting timelines, and defining measurable goals. The result is a collection of successful designs, forming the blueprint for the subsequent implementation phase of public sector innovation.
 MBSYEP interns decide their best ideas at Youth Ideation session July 2023.
In a recent collaboration, interns from the 2023 Mayor Marion S. Barry Summer Youth Program (MBSYEP) worked alongside the innovation team, presenting compelling ideas on preparing and incentivizing young adults for careers within the District government.
As the process advances, the i-team plans to narrow ideas to a select few in August, allowing for continued refinement. By fostering such collaborations and generating fresh perspectives, the District government remains committed to finding solutions that benefit all Washingtonians and create more responsive and resident-centric solutions and services.
 MBSYEP interns record their names on their presentation at Youth Ideation Session July 2023.
 MOI Director Jenny Kessler meets with i-team members and MBSYEP interns.
In her capacity as Director, Jenny oversees the District government's innovation team, a dynamic group focused on devising cutting-edge solutions to improve service delivery to District residents through digital products. With her leadership, the Office of Innovation strives to push the boundaries of public sector excellence, ensuring the District stays at the forefront of progressive governance.
Since joining Mayor Bowser's administration in 2018, Jenny's work has included advocacy for increased appropriations for vital district-wide programs. Previously, she played a pivotal role in expanding national service and fighting for access to quality education and affordable housing.
The innovation team includes data scientists, researchers and other specialists charged with the responsibility of finding new and comprehensive solutions to complex problems that affect D.C. residents. The i-team’s mission includes enhancing public services and digital experiences for all Washingtonians.
Jenny and her team endeavors to connect residents to essential services, envisioning a future where the public sector sets new standards in accountability.
Jenny earned her undergraduate degree from the University of Texas at Austin and earned her law degree from South Texas College of Law. Jenny is licensed to practice law in Texas and Washington, DC.
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