Mr. MACY. The title "computer specialist" has embraced, since 1966, what formerly were referred to as "programers" and "systems analysts." I would like to make two observations concerning personnel requirements. First, in the past it has been necessary to hire from outside Government only 15 to 20 percent of the additional persons assigned to these computer positions; however, recent figures and our studies show that this percentage is increasing and will continue to do so. Second, our report, Current Federal Workforce Data, shows that the quit rate of persons in such positions is quite low, approximating 3 percent per year or about one-half of the 6-percent quit rate for all Federal white-collar employees in fiscal year 1966. Because of our belief that more detailed information about the expected impact of automation on personnel is desirable, one of the task forces of our Committee on Automation and Manpower undertook an assignment to determine the data on current and projected personnel requirements which can be obtained on a standardized basis throughout government. The report to which I referred previously contains recommendations designed to develop data, not only on manpower needs in computer occupations, but also on shifts in skills and displacement impact, which can be helpful to advance planning for training, placement, and other purposes. We propose to work with the Bureau of the Budget, which is responsible for the development of the ADP management information system, to obtain for the Government adequate manpower data without duplication of effort. OBTAINING NEEDED PERSONNEL The expanded recruitment effort I outlined will increase our capability to staff computer operations in Federal installations. But we shall also continue our emphasis on improving recruitment activities to obtain more personnel. In this connection, we are considering the proposal of the Task Force on Manning the Computer Operations for a uniform nationwide approach to recruitment with special examinations for all levels of computer personnel. This would be in lieu of the more generalized recruiting efforts I described earlier. We also must recognize the continuing shortage of experienced persons in these occupations, particularly programers and systems analysts, which is hampering staffing both in private business and in Government. This shortage has necessitated, and will continue to neces partially experienced persons, with requisite basic education, and development of them both through classroom training and on the job. Consequently, as I will discuss in the next portion of my testimony, we are also considering a second proposal of the Task Force on Manning for Computer Operations for more centralized training in the Government of computer personnel. TRAINING To respond to the specific and expanded responsibilities laid upon the Commission by Executive Order 11348, issued April 20, 1967, the Commission has reassessed and reorganized its interagency training activities. A new Bureau of Training was established within the Commission on May 1, 1967, expanding its operations from our earlier Office of Career Development, and among the activities of this new Bureau is the ADP Management Training Center. COMMISSION'S ROLE IN ADP TRAINING The ADP Management Training Center had previously been established on July 1, 1965. Prior to that date, the Commission, as the Government's central personnel and training agency, had already been active in the development of managers in automatic data processing and related fields. Without any formal assignment, but with the authority of the Government Employee Training Act of 1958 and with the encouragement of the Interagency Committee on ADP, the Commission had started in 1959 to conduct interagency ADP training programs on a small scale. In October 1963, the House Committee on Post Office and Civil Service, after extensive hearings on the use of electronic data processing equipment in the Federal Government took cognizance in its final report of the Commission's courses. The committee recommended that "top management should become thoroughly familiar with electronic data processing;" that "consideration might be given to a management sciences academy;" and that such recommendations be explored "in connection with present courses being offered by the U.S. Civil Service Commission." The Commission's training activities relative to the responsibility assigned to it in Bureau of the Budget Circular A-71 have taken several forms. Specifically the Commission, through its ADP Management Training Center has devoted resources to the conduct of interagency training in ADP and, through its IAG Committee on Automation and Manpower, has conducted additional studies bearing on the ADP training needs of the Federal Government. THE ADP MANAGEMENT TRAINING CENTER The ADP Management Training Center primarily exists to bring the benefits of computer technology to the grasp of management, and in so doing to assist management in assignments such as that made by the President in a White House memorandum to heads of departments and agencies on June 28, 1966 I want the head of every agency to explore and apply all possible means to use the electronic computer to do a better job and to manage computer activities The growth of the ADP Management Training Center closely parallels growth of computer usage in Government. Today, that usage represents an annual investment of over $2 billion in ADP and the use of over 2,600 computers. As a direct result of expanding agency needs, the ADP Management Training Center now provides training for more than 2,500 Federal managers and computer personnel annually, offers over 30 different courses related to ADP, conducts over 70 sessions of these courses annually to accommodate expanding requests for training, and has added to its curriculum substantial new courses for computer specialists and auditors. The ADP Management Training Center concentrates on courses in four areas-ADP user education, computer specialist training, management science education, and ADP auditor training. ADP user education courses provide fundamental and advanced ADP training for the Federal manager at all levels. These courses are designed for (1) those managers who influence directly the decision to automate, the design of automated systems, or the selection of automatic data processing equipment, (2) those managers who are influenced directly and significantly by ADP because of their dependence on automated systems or because they are expected to provide input into automated systems, and (3) those employees who are being prepared by their organizations to assume positions in either of the aforementioned groups. The courses present information about the computer, computer applications, management responsibilities, and other implications of ADP. Included in this group are general orientations, as well as application-oriented seminars in such areas as financial and personnel management. Highlighting this group is a three-course series totaling 10 days which provides both information about ADP and the opportunity for "hands-on" computer training. Computer specialist training courses fill selected gaps in available training for Federal employees working in, or preparing for, ADP professional positions, e.g. computer systems analysts, systems administrators, programers, and others, regardless of position title, who have direct assignments within computer installations. A major new course in this area will be offered in the fall for the first time. Entitled "Systems Workshop for Computer Specialists," this 4-week course is designed to bring the Federal employee with programer experience or training to the point where he can contribute meaningfully to all the basic phases of an ADP systems effort under the guidance of an experienced professional. Management science education courses cover instruction in such disciplines and techniques as operations research, which, when complemented by the computer, become more significant management tools. The courses are designed for executives and managers whose decision making skills can be enhanced by an understanding of the concepts and applications of management science techniques. The most recent addition to this curriculum, and one in which I have a key personal interest, is a Mathematics for Managers course, which is intended to help Federal executives comprehend and discuss quantitative data, to recognize mathematical problem-solving approaches, and to be better prepared to interpret and evaluate such approaches. ADP auditor training, introduced in fiscal year 1967 at the rẹquest of and in cooperation with the Federal auditing community, is intended to meet the basic, common ADP training needs of Federal auditors. This 3-week concentrated course was developed as a project under the joint financial management improvement program by a task force of representatives of the major audit agencies and the ADP Management Training Center. The course is called "Principles and Practices of Auditing in the ADP Systems Environment" and is taught by a full-time instructional staff of Government auditors and ADP specialists detailed to the Civil Service Commission by their parent agencies. The course, offered monthly, is open to all Government auditors with at least 1 year of Federal auditing experience. The ADP Management Training Center obviously strives to capitalize on its unique ability to bring together participants from a wide range of agencies for the benefits of interchange with each other and with an outstanding faculty from both the public and private sectors of our economy. This faculty includes: Center staff members (6) who, in addition to being responsible for program organization and administration, participate in several courses as instructors in their areas of specialization. Instructors (5) assigned to the center on a full-time basis by their parent agencies in order to apply their special skills to the development and instruction of an ADP training course for Federal auditors. A guest faculty, currently exceeding 400 practitioner-educators in all pertinent subject areas, representing Government, universities, consulting and contracting firms, and computer manufacturers. Consulting organizations with proven competence to develop and conduct under contract specialized training programs according to specifications established by the center. We have prepared a schedule of our basic fiscal year 1968 curriculum as an appendix to this statement. I won't go into the details of the courses but this will show the nature of our curricular offering and I should add it has been adapted to meet the demand from the agencies. All of these courses have been oversubscribed in the past as a continuing demand for this kind of opportunity. (The schedule referred to follows:) SCHEDULE OF COURSES TO BE OFFERED BY THE ADP MANAGEMENT TRAINING CENTER DURING FISCAL YEAR 1968 Principles and practices of auditing in the ADP systems environment... Jan. 8-26.1 do.. Oct. 23-Nov. 9. Nov. 27-Dec. 15.. ._do_. Jan. 29-Feb. 16 1 As in past years, we will make every effort to schedule additional sessions for oversubscribed courses. The ADP Management Training Center operates on a reimbursable basis. Costs of each course are prorated among participating agencies. This system serves as an added incentive to agencies to make value judgments as to comparative costs and benefits of available and potential ADP training. It serves also as a continuing incentive to the Center to provide high quality and economical training geared to agency needs. Beyond conducting interagency ADP training, the Center (1) encourages the development and full use of ADP training resources |