During November 2002, the PBGC planning team completed a strategic
workforce plan that (1) analyzed the differences between the current
and future critical competencies identified in these interviews and
(2) discussed with the steering committee possible recruitment,
training, and retention strategies to address needs and opportunities.
For example, the team identified six groups of critical competencies,
such as competencies in project and contract management and
information technology, that the corporation was in the greatest
danger of not having within 5 years. To address these potential gaps,
the team recommended that the corporation explore such strategies as
partnering with colleges and universities; using rotational
assignments, mentoring, and establishing one-on-one instructional
programs to expand training; and aligning performance plans and awards
to its corporate goals. According to PBGC officials, by the end of
2003 the corporation will have implemented strategies to address these
potential gaps and used the workforce plan to update its strategic
goals for 2004 through 2008.