Sharon Carney June 15, 2002 African SOTA, Nairobi`
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Transcript of Sharon Carney June 15, 2002 African SOTA, Nairobi`
Sharon Carney June 15, 2002
African SOTA, Nairobi`
NEW ENTRY PROFESSIONALS
New Entry Professionals (NEPS)
Class #1 - 8 persons recruited 3 left Agency5 assigned and posted
Class #4 - 8 persons recruited8 assigned2 at post
Class #5 - 8 persons recruited2 assigned0 at post
New Entry Professionals (NEPS)
Class #7 - Currently recruiting for 11Will come on board in September
We need your help…..A. Need Mission Health Officers provide
NEPs a TDY experience. 1. NEPs have $5000 which quite often will
cover airfare and MI&E if Mission provides lodging arrangements
2. NEPs are not available to do summer coverage
BS-50 Health Population & Nutrition
Foreign Service Officers
Current BS-50 Employees*Class Average
AgeAverage Time in Class
Average Time in Service
Number of Employees
FE-MC
FE-OC
FS-01 53 8 21 20
FS-02 50 5 17 21
FS-03 45 2 9 7
FS-04 38 2 5 8
FS-05
Total 49 5 16 56
* As of 9/2000
The Greying of the BS-50 WorkforcePotential Attrition
Number Eligible to Retire on or Before 9/2001
Number Who Become Retirement Eligible in FY 2002
Number Who Become Retirement Eligible in FY 2003
Number Who Become Retirement Eligible in FY 2004
Number Who Become Retirement Eligible in FY 2005
Total Number of Retirement Eligible 9/2000 to 9/2005
18 6 4 3 1 32
BS-50Projected Attrition FY 2001- FY 2005
Attrition Type
FY 2001 FY 2002 FY 2003 FY 2004 FY 2005 Total
# Likely to Retire
7 0 2 1 5 15
# TICs expiring
1 1 1 1 4
# 607D expiring
# SFS TICS or LCE exp.
# who reach 65
1 1
Other reasons
2 1 0 2 5
TOTAL 9 1 4 2 9 25
Recruitment Recommendations
ACTION
Number of Employees 9/2000 71
Number Pending Hires FY 2001 17
Number Pending Separation FY01 -9
Number of Employees 9/2001 79
Number of Positions 9/2001 74
Est.Projected Attrition FY01-FY05 -10
Estimated # Employees 2005 69
Estimated number of Positions 74
Employee Shortfall -5*
*Not counting new 14 HIV/AIDS positions
BIDDING CYCLE
Special Announcement expected in June 14 New HIV/AIDS positions – all overseas
Next Bid List/Cycle planned for September (need your help in determining open positions)
NEPS will be bidding o/a November
GDO TRENDS
Definite trend to change PHN (technical) to GDOpositions.
Due to cut in OE fundingOver the last few years has occurred in Uganda,
Madagascar and BeninIn the future the trend will most likely continue
FOREIGN SERVICE PROMOTIONS
The Black Box
FOREIGN SERVICE PROMOTIONS
# Agency-wide reviewed for Promotions FY1998 - Fy2001
1998 1999 2000 2001
Grade 2 350 356 351 359
Grade 3 135 143 128 121
Grade 4 55 30 32 42
Grade 5 4 2 6
1. By Promotion Boards/Clusters2. By Time in Class3. By Backstop within POM
Promotion Board
A CLOSER LOOK AT PROMOTIONS
BY:
0%1%2%3%4%5%6%7%8%9%
10%
1998 1999 2000 2001
PD&DPOMPS
0%
5%
10%
15%
20%
25%
30%
1998 1999 2000 2001
PD&D
POM
PS
FS-02 to FS-01
FS-03 to FS-02
0%10%
20%30%
40%50%
60%70%
80%90%
100%
1998 1999 2000 2001
PD&D
POM
PS
FS-04 to FS-03
By Promotion Boards/Clusters
AVERAGE TIME IN CLASS of PEOPLE PROMOTED
VS/ BS 50 Average Time in Class
0123456789
10
FS-02* FS-03* FS-04* FS-05*
PD&DPOMPS
BS-50
*Data for Clusters 3/31/2000 ……Data for BS-50 9/30/2000
0%
12.5%
14%
0%
12.5%
0%
29%
37.5%39%
0%
12.5%
8%
0%0%
8%
29%
12.5%
31%
0%
29%
0%0%0%
12.5%
0%
13%
0%0% 0%0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
10 11 12 14 15 21 25 40 50 60 75
Promotions from Grade 2 to Grade 1 by Backstop and Year
1999
2000
2001
0%
30%
0%
27.5%
0% 0%
27.5%
40%
50%
0% 0%
10%
17%
0% 0%
9%
0%
33%
18%20%
0% 0% 0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
10 11 12 14 15 21 25 40 50 60 75
Percentage of Promotions from Grade 3 to 2 by Backstops and Year
199920002001
14%
0%0% 0%
58%
33.3%
21%
0% 0%
14%
33.3%
0% 0% 0%
33.4%
21%
14%
0%
58%
0% 0%0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
10 11 12 14 15 21 25 40 50 60 75
Promotions Grade 4 to Grade 3 by Backstops and Year
199920012001
Foreign Service Nationals (FSNs)
POINT OF NOTE:The Department of State’s Bureau of Human Resources’ Office of Overseas Employment (HR/OE) has responsibility for the entire system for managing FSNs worldwide- including managemnet of the entire range of legal, classification, compensation, employee relations and diplomatic issues.
Which means that while HR staff in Washington are available as resources, interpretations and liaison with HR/OE is handled by the policy branch ofM/HR.
Foreign Service Nationals (FSNs) Salaries
Since 1999 use 3 data sources to determine salaries:1. Watson Wyatt Worldwide salary scales2. UN Development Program salary scales3. FSN Compensation Questionnaire
HR/OE’s annual questionnaire is a critical element also. This questionnaire can help deal with the rapid inflation or devaluationthat occurs in many countries.
Foreign Service Nationals (FSNs)Computer Aided Job Evaluation (CAJE)
New computer job evaluation tool designed to replace the narrative based FSN position classification standards contained in the current ‘Local Employee Position Classification Handbook’ (LEPCH). Benefits:• Objectively evaluate content of job on
factors found in every job• Reduce workload & time • Increase consistency of job rating world-wide• Will be found on Intranet or PC
Foreign Service Nationals (FSNs) Pension Plan
A. Only instituted in countries where USG lacksconfidence in host-country social security system.
B. Department of Treasury recently agreed to plan.C. U.S. commercial bank will hold the funds deposited
by employers agencies for FSNs.D. HR/OE is determining list of eligible countriesE. Plan to be piloted this summer in 1 or 2 postsF. Remaining countries added in few monthsG. Also exploring an FSN savings plan.