Strategic Goal 12: Management and Organizational Excellence - Performance Results for Performance Goal 1

FY 2003 Performance and Accountability Report
Bureau of Resource Management
December 2003
Report

VII. Performance Results

PERFORMANCE GOAL 1

A high performing, well-trained, and diverse workforce aligned with mission requirements

 

I/P #1: RECRUIT AND HIRE TALENTED, DIVERSE EMPLOYEES

Maintain a talented and diverse workforce in the Department.

INPUT INDICATOR

Indicator #1: Number of Individuals Taking the Foreign Service Written Exam (FSWE)

FY Results History 2000 8,000
2001 13,000
2002 31,400
FY 2003
Data
2003 Results 20,342
Target 20,000
Rating Above Target
Impact A greater pool of individuals taking the FSWE provides the Department with a broader and deeper talent pool for hiring purposes.

INPUT INDICATOR

Indicator #2: Number of Applicants to Foreign Service Specialist Positions

FY Results History 2000 3,028
2001 3,695
2002 4,000
FY 2003
Data
2003 Results 4,800
Target 3,300
Rating Significantly Above Target
Impact The Department has closed hiring deficits in key specialist fields and developed strong human resource "skill banks" available for future hiring purposes.

INPUT INDICATOR

Indicator #3: Applicants to the Student Programs

FY Results History 2000 1,450
2001 1,787
2002 2,000
FY 2003
Data
2003 Results 6,000
Target 1,530
Rating Significantly Above Target
Impact The FY 2003 result has potential to significantly increase the Department's pool of future candidates by introducing the next generation of young people to the Department and its functions.

INPUT INDICATOR

Indicator #4: Number of Minority Individuals Taking the Foreign Service Written Exam (FSWE)

FY Results History 2000 2,100
2001 4,000 - 27% of total exam takers.
2002 10,700 - 34 % of total exam takers.
FY 2003
Data
2003 Results 6,238 or 31% of total exam takers.
Target 10, 700 or 34% of total exam takers
Rating On Target
Impact This result increases likelihood that the Department will be able to attract and hire minorities. It builds a critical mass of interest among minority communities which can be a foundation for future outreach and hiring.

INPUT INDICATOR

Indicator #5: Level of Overall Hiring

FY Results History 2000 Hired to attrition (Approx. 800).
2001 Hired to attrition (Approx 800).
2002 Hired 900 above attrition, thus beginning process of closing mission-critical overseas staffing gaps. Total hires including attrition included 470 junior Foreign Service officers, more than 700 FS specialists, over 300 security personnel, and about 150 IT professionals.
FY 2003
Data
2003 Results Hired 399 above attrition plus 51 border security and 134 diplomatic security employees.
Target Hire 400 above attrition.
Rating On Target
Impact By hiring above attrition, the Department is better able to meet quickly emerging or unplanned priorities without a decline in its ability to meet day to day responsibilities.

INPUT INDICATOR

Indicator #6: Level of Civil Service (CS) Hiring

FY Results History 2000 N/A
2001 Baseline: Hired to attrition.
2002 Over 600 CS employees hired.
FY 2003
Data
2003 Results Reduced CS vacancies by half.
Target Reduce CS vacancies by half.
Rating On Target
Impact The availability of civil servants both in terms of quantity and needed skills enables this component of the Department's workforce to better support its overall operations.

 

I/P #2: DIPLOMATIC READINESS AND OTHER PRIORITY TRAINING

Training to Support the Diplomatic Readiness Initiative (DRI) and the Department's Hiring Plan.

OUTPUT INDICATOR

Indicator #7: Mandatory Leadership Training Participation

FY Results History 2000 N/A
2001

Baseline: 3,118 course offerings.

Mandatory Leadership/Management courses did not exist.

2002
  • 3,329 course offerings.
  • Mandatory Leadership/Management requirements approved.
  • About 700 employees received mandatory Leadership/ Management training.
FY 2003
Data
2003 Results
  • 3,752 course offerings provided.
  • Mandatory Leadership/Management training provided for 1,754 employees.
  • Senior Executive Training Seminar course initiated.
Target
  • Correct number of offerings support Department's hiring plan.
  • Mandatory Leadership/ Management training provided for 1,725 employees.
Rating Above Target
Impact Leadership/Management training promotes a leadership culture designed to improve the Department's management cadre and develop those who will eventually assume positions of leadership.

INPUT INDICATOR

Indicator #8: Enrollment in Foreign Language/Area Studies Relating to "Enduring Freedom," "Iraqi Freedom" and Post-9/11 Initiatives

FY Results History 2000 N/A
2001 Baseline: 57,320 hours of training; 106 enrollments.
2002 109,921 hours of training; 231 enrollments.
FY 2003
Data
2003 Results
  • 81,864 hours of training.
  • 228 enrollments in Arabic, Dari/Persian/Afghan, Pashtu, Persian/Farsi/Iranian, Tajiki, Urdu, and Uzbek.
    • In Dari, Farsi and Pashtu, FSI developed a range of updated course materials including short-term survival/familiarization modules, and consular and/or military professional modules in addition to basic course materials.
  • Developed a capacity to deliver Kurdish training, including development of materials, in the expectation of future State assignments.
Target
  • Meet increased demand resulting from assignments to language designated positions (LDPs) in target languages.
  • Rebuild dormant language training programs in Dari, Kurdish, Pashtu, and Farsi.
Rating On Target
Impact More staff with proficiency in critical languages will improve the Department's ability to conduct diplomatic relations through improved communications, negotiations, screening documents such as visa applications, and promoting U.S. interests with host country nationals.

 

I/P #3: CORE TRAINING PROGRAMS

Provide base level training in tradecraft, foreign languages, leadership/management, and information technology.

OUTPUT INDICATOR

Indicator #9: Percentage of Employees Assigned to Language Designated Positions (LDPs) who Meet the Requirement of the Position

FY Results History 2000 N/A
2001 Baseline: In CY 2001, 80 percent fully met and 13 percent partially met LDP requirement.
2002 In CY 2002, 88 percent fully met LDP requirement.
FY 2003
Data
2003 Results N/A; statistic is computed on a calendar year basis; not yet available for CY 2003.
Target Maintain or improve CY 2002 percentage.
Rating TBD
Impact Having more staff proficient in foreign languages improves the Department's ability to conduct diplomatic relations.

OUTPUT INDICATOR

Indicator #10: Percent of Language Students Attaining Skill Objectives when Enrolled for at least the Recommended Amount of Training

FY Results History 2000 N/A
2001 Baseline: 74%
2002 75%
FY 2003
Data
2003 Results 78%
Target Maintain or improve CY 2002 percentage.
Rating On Target
Impact Having more staff proficient in languages improves the Department's ability to conduct diplomatic relations.

 

Photo showing the Department's Foreign Service Institute.

The Department's Foreign Service Institute provides more than 400 courses including approximately 60 foreign language courses to more than 40,000 enrollees a year and more than 40 other government agencies and the military service branches. Department of State Photo

 

I/P #4: QUALITY OF LIFE

Provide work/life and family programs that meet the changing needs and expectations of a diverse workforce and their families, while furthering Department interests and objectives.

OUTPUT INDICATOR

Indicator #11: Results of Employee Satisfaction Survey

FY Results History 2000 N/A
2001 N/A
2002

Baseline:

  • 4,000 American direct-hire employees responded to survey.
  • Department morale is high, with a significant majority of employees categorizing morale as either outstanding (12.8%) or good (47.6%).
  • Seven out of ten surveyed employees plan to stay with the Department for the long term, at least until eligible to retire.
FY 2003
Data
2003 Results Survey was not performed in FY 2003.
Target Use employee survey results to evaluate and develop programs.
Rating N/A
Impact N/A

 

I/P #5: AMERICANS EMPLOYED BY UN SYSTEM ORGANIZATIONS

Increase the percentage of Americans working in UN System organizations, especially where they are currently not employed in equitable numbers.

OUTPUT INDICATOR

Indicator #12: Percentage of UN System Organizations' Workforce (Positions Subject to Geographical Distribution) Filled by American Citizens[1]

FY Results History 2000 N/A
2001 12.0% (CY 2000)
2002 11.8% (CY 2001)
FY 2003
Data
2003 Results 11.6% (CY 2002)
Target 12.2% (CY 2002)
Rating Slightly Below Target
Impact Americans bring knowledge and skills to organizations which translates into increased efficiency and effectiveness and better value for our contributions to these organizations.
Other Issues

Reason for Significant Performance Shortfall: Performance was slightly below target because employment of American citizens did not increase as fast as did total employment in posts subject to geographical distribution in the targeted organizations. To rectify this, the Department will,

  • Increase staffing dedicated to this initiative.
  • Expand outreach by contacting more professional associations/groups to identify candidates.
  • Use a newly established interagency taskforce to identify candidates from outside the USG and facilitate transfers of government staff to UN agencies.

Note 1: UN System organizations gather their information on a Calendar Year basis. Because of the delay in gathering and reporting the performance data, each fiscal year's targets report on the previous calendar year.

The annual targets and results shown are averages among those international organizations where the U.S. is most inequitably employed or which attract a high level of interest. For CY 2001 and CY 2002, these organizations were as follows: UN, ILO, ITU, ICAO, FAO, UNHCR, and WHO. Back to Table

 

I/P #6: LOCALLY EMPLOYED STAFF

Overseas employment: outreach and training.

OUTPUT INDICATOR

Indicator #13: Percent of Eligible Family Members Employed in Local Economies Overseas Through Spouse Networking Assistance Program (SNAP)

FY Results History 2000 N/A
2001 N/A
2002 Baseline: 2%
FY 2003
Data
2003 Results 4%
Target 4%
Rating On Target
Impact The SNAP program increases morale at overseas posts by providing family members with meaningful employment and income. Furthermore, the program helps maintain high retention rates because data show that the lack of spousal employment is among top reasons for Foreign Service officer attrition.