Upskilling a Workforce

Question 1

What are the steps for upskilling a team (Identification phase)? (3)

Answer 1

Baseline/Skill Assessment
- Leverage qualitative analysis for subcategories of areas of interest and weaknesses

Gap Analysis
- Determine proficiency level through subject familiarity surveys, simple conversation/check-ins

Understand Training Needs
- Leverage education spectrum [ Passive, Active, Experimental, Immersive]

Question 2

What is your experience with leading teams and upskilling others? (3x2)

Answer 2

Account Manager
- Ensure training are delivered and instructors are mission ready
- Manage client relations (what is expected vs what is delivered)

Team Lead/Deputy Cheif managing around 24+ analysts (SVAs & CVAs)
- Resolve personnel confrontation
- Hiring individuals (entry-experienced)
- Onboarding

Resolve project delays/mission risk
- Project blockers (access, misunderstandings)
- Vulnerabilities / Risk presentation to clients and local leadership
- Work with SMEs to share office insights and vice versa “knowledge share”

Question 3

How would you give constructive criticism and help identify weaknesses without coming off offensive {5}?

Answer 3

Stick to the facts: Behaviors and performance

Use “I” statements instead of “You”:

Open discussion about favorite areas of interest & vice versa

Offer solutions/guidance through open dialogue

Provide feedback in private through mentoring sessions

*Sandwich/Hamburger approach: Used this in the gov however

Question 4

What are the steps for upskilling a team (Development){3}?

Answer 4

Training Curriculum

Training Delivery: instructor led, self paced labs, online courses, hands on, workshops

Mentoring/Coaching

Question 5

What are the steps for upskilling a team (Monitor)?

Answer 5

Continuous Learning : [Provide resources and support, set clear objectives, integrate learning into work]

Feedback / Path Development: Make adjustments, routinely survey

Question 6

Scenario how would you help somebody upskill in Windows, Linux, Networking, or a specific domain?

Answer 6

Identify :
- Understand current challenges (people, process, technology)
- Understand goals (short, long term)
- Gap those categories
Development
- Translate goals and challenges into subcategories for specific categories

Question 7

How do you handle sensitive human conversations?

Answer 7

• two ears one mouth
• listen to understand
• Be responsible and uphold due diligence

Question 8

How would you extract information without offending somebody?

Answer 8

• through general conversation

start broad and ask if there is anything I can help with
- what did work week entail

Question 9

If you were looking for an EA candidate today what would you look? (6)

Answer 9

For EAs primarily (could apply to other jobs too)

• Drive (staying up to date)
• Communication, soft skills
• Base level of technology (Linux, windows, networking) and security principles

Soft Skills
- Personality
- Customer Client Fit
- CACI fit (Character & innovation

*You can teach technical attributes but personality is a killer

Question 10

When interviewing for a EA or similar role how does his/her experience tie back to a job role {4 levels}?

Answer 10

Level I - New to agency/gov work & tools but technically proficient

Level II - New to agency/gov work & tools but technically proficient

Level III - Technically capable and aware of client’s mission(s)/goals

Level IV - Rockstar; where this employee has both adv technical knowledge and insight of gov current operations