To degree or not degree, that is the question

Public sector as well as federal government management should reconsider degree requirements for federal contractors. The current mandate of having 4-year educational degrees creates unnecessary barriers in recruiting the best candidates for the job. The public sector, particularly in high-demand roles like cybersecurity and software development, faces a shortage of qualified technical talent. (Government Executive May 19, 2023)

To address these challenges, it is crucial to revise the definition of “qualified” talent. While a 2020 executive order encouraged skills- and competency-based hiring for federal employees, federal contractors were not included in the reform. In contrast, the private sector has been increasingly hiring individuals with skills-based training and certifications. This approach has expanded the pool of talent and diversified the workforce. (ibid)

The traditional degree requirement not only limits the talent pool but also hinders efforts to diversify the government. A skills-based approach would open doors for underrepresented candidates and increase the availability of talent. Embracing outcomes-based contracting and adjusting the standard contract labor categories are pathways to achieving this goal. Moving away from strict educational requirements would allow for more flexibility in hiring and enable contractors to tap into new talent pools. (ibid)

Immediate actions can be taken by aligning on key roles that require specific degrees and focusing on high-demand areas where skills training and certifications have proven effective. Starting with the Defense Department, which has a significant need for technology talent, serving as a test bed for skills-focused workforce pilots. By implementing pilot programs and showcasing their impact, other agencies can be encouraged to adopt similar approaches. (ibid)

In the battle for talent, it is crucial to adapt and adopt new strategies. By prioritizing outcomes, embracing flexible degree and skills requirements, and updating the contracting labor categories, the public sector can attract the critical talent necessary to support government missions now and in the future. (ibid)

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