In the federal personnel security process, key stakeholders include:
- Federal Employee/Contractor
- Hiring Manager
- Security Management Officer
Each role owns a unique part of the process. Thinking through the stakeholders and their individual roles, it's important to think about both the functional (task to complete) and emotional (feelings to achieve or experience) jobs they are trying to fulfill. For example, when applying for a security clearance, the functional job of the Federal employee is the ability to access classified information in order to perform the duties of their position. At the same time, the Federal employee may be seeking to experience a sense of exclusivity and prestige (i.e., the emotional job) from the granting of a clearance. In order to help move the vetting process forward, it’s essential to take these aspects into consideration when building solutions that address gaps in the end to end personnel vetting process.
Stepping back to capture the stakeholder landscape establishes the critical foundation for understanding the individual needs and motivations that the personnel vetting process must address. With this foundation in place, mapping the stakeholder journey and the specific pain points through each step of the personnel vetting process enables leaders to:
- Create a shared understanding of the key levers (people, process, technology) who can impact success in this process;
- Provide a foundation for engagement strategies;
- Identify potential risks if goals are not met for each respective role; and
- Prioritize stakeholders for solutioning so the appropriate amount of resources can be assigned and the right engagement strategy is applied.
Stay with us as we travel through this topic -- we’ll be doing a deep dive into stakeholder journey mapping in the upcoming weeks.