Flexibility fuels intern program’s growth

In the five years since its inception, the Federal Career Intern Program has grown into the government's largest noncompetitive hiring program for lower-level positions, the Merit Systems Protection Board found in a new report.

The number of interns joining the FCIP increased from about 400 in fiscal 2001 to about 7,000 in fiscal 2004, according to the report. The program's flexibility fueled its popularity, MSPB found.

Agencies could make a few enhancements in how they use the program, however, the report stated. For example, they could broaden recruiting strategies and do a better job of weeding out poor performers.

The FCIP is a two-year internship designed to be used at grades GS-5 through GS-9. It is open to all individuals, including current federal employees. Agencies seeking interns under the program are exempt from traditional competitive hiring procedures, such as posting public notices of vacancies.

The FCIP does maintain federal veterans' preference policies, but otherwise has fewer restrictions than other recruitment programs. The Outstanding Scholar program, for example, requires a 3.5 grade point average. The Presidential Management Fellows Program involves a nominating process.

MSPB found another promising result from the FCIP program: Most interns expressed a desire to stay in their jobs, and in the federal government. Ninety-seven percent of 1,290 interns surveyed by MSPB for the report said they wanted to stay in government for at least the next year. And 81 percent of 2001 interns are still federally employed.

MSPB recommended several ways to further enhance the program.

For example, agencies should look beyond college campus visits and career fairs when they're recruiting interns, the report stated. The average age of FCIP participants is 30, far beyond college age, the report noted.

Agencies could use paid advertisements, for-fee recruiting agencies, employee referrals and alumni associations for a more diverse recruitment program, the MSPB suggested.

The board also said agencies could improve training offered to participants. By Office of Personnel Management regulation, agencies have to provide those in FCIP with training, but there is no required amount or type.

More than 60 percent of interns surveyed said they had received five full weeks of training, but the board, calling training the "cornerstone" of the FCIP, found that many participants were not receiving adequate amounts. The report emphasized the importance of formalized training, rotational assignments and mentor programs.

MSPB suggested that agencies make better use of the program's probationary period as well. Agencies should view the two-year internship as a trial period and should avoid automatically converting the employees to the competitive service, the report stated.

The board based its report on OPM-compiled statistics, its own survey of 1,290 interns and their supervisors, and a separate questionnaire to agency human resources offices.