Strengthen our current and future aviation workforce by holding ourselves accountable, developing our people, and planning for the aviation workforce of the future. 

FAA's People Initiatives

• Maximize the Benefits of Diversity, Equity, Inclusion, and Accessibility
• Enrich the FAA Talent Pool by Restructuring the Recruitment and Hiring Processes
• Invest in a Skilled and Engaged Workforce
• Optimize Agency Policies and Practices to Meet the Evolving Workforce Needs

Success Indicators

• The FAA will further this goal by eliminating barriers that underserved communities and individuals may face in taking advantage of FAA’s direct contracting programs. Additionally, the agency will strengthen its commitment to equity in the workforce by identifying and eliminating barriers to fair treatment of all employees, including disadvantaged groups, through systematic changes will ensure a more robust, thoughtful workforce.
• Increase hiring through various hiring authorities. Overhaul interview processes and defining critical skills and existing gaps for targeted hiring. Internally, FAA will increase cross-LOB details, initiate a mentoring program and establish cohort groups for all new hires.
• Success indicators include greater employee innovation/efficiency; increased productivity; decreased absenteeism/sick leave usage; decreased turnover/retention; and reduced new employee failure rate.
• Post-pandemic indicators include lower employee turnover rates; a shift in foot prints of traditional offices and cubes to greater development and use collaboration areas; increased use of virtual private network (VPN) based on a pre-pandemic baseline; and higher FedView survey scores that reflect employee job satisfaction. Additionally, the impact on productivity can be measured by the accomplishment of outcome-based objectives and goals established in LOB/SO business plans.

To learn about what we have done to accomplish these initiatives, click here.