ANNUAL PERFORMANCE GOAL 1 — A High Performing, Well-trained, And Diverse Workforce Aligned With Mission Requirements.
I/P: Operational Readiness
INDICATOR: Percentage of USAID Recruitment Goals Met
PART Output
JUSTIFICATION: This measure shows how successful USAID is in filling positions that have been vacated through attrition or created to meet staffing requirements.
FY 2006 PERFORMANCE
Target
95% of 210 positions.
Results
100% of 210.
Rating
On Target
Impact
Success in recruitment is critical for USAID as a significant proportion of the workforce will be eligible for retirement over the next few years.
PERFORMANCE DATA
Data Source
Preliminary data from USAID’s Office of Human Resources.
Data Quality
(Verification)
The Agency’s performance data are verified using Data Quality Assessments (DQA), and must meet five data quality standards of validity, integrity, precision, reliability and timeliness. The methodology used for conducting the DQAs must be well documented by each operating unit. (For details, refer to USAID’s Automated Directive System [ADS] Chapter 203.3.5, http://www.usaid.gov/policy/ads/200/203.pdf).
PAST PERFORMANCE
2005
123% of 210 positions.
2004
99.5% of 212 positions.
2003
Baseline: 100% of 151 positions.
I/P: Recruit and Hire Talented, Diverse Employees
INDICATOR: Diversity of New Hires in the Foreign Service and Civil Service
Output
JUSTIFICATION: Our goal is to hire, not just to recruit, diverse employees. We are working to develop an outcome measure based on the diversity of hiring as an important tool to measure the true outcome of various recruitment efforts.
FY 2006 PERFORMANCE
Target
Increase diversity of applicants and hires in the Foreign Service; increase diversity of participants in student programs aimed at recruitment.
Results
Racial and ethnic diversity is only one aspect of a more diverse workforce. 20 percent of Foreign Service Generalists and 22 percent of Foreign Service Specialists hired in 2006 were minorities. 32 percent of student program participants were minorities.
Rating
On Target
Impact
The Department is committed to attracting and promoting a diverse workforce that reflects the talent of the United States.
PERFORMANCE DATA
Data Source
Self reporting of race and national origin by new employees. This indicator is measured within the Bureau of Human Resources using hiring and recruitment data.
Data Quality
(Verification)
New hires are asked to self-identify their minority status. The number of participants declining to answer has been increasing. In FY2003, 11 percent of student program participants chose not to respond when asked to identify their race/ethnicity, whereas in FY2006, 22 percent chose not to respond.
PAST PERFORMANCE
2005
Racial and ethnic diversity is only one aspect of a more diverse workforce. 19 percent of Foreign Service Generalists and 22 percent of Foreign Service Specialists hired in 2005 were minorities. 35.7 percent of student program participants were minorities.
2004
Racial and ethnic diversity is only one aspect of a more diverse workforce. 21 percent of Foreign Service Generalists and 25 percent of Foreign Service Specialists hired in 2004 were minorities. 38.5 percent of student program participants were minorities.
2003
Racial and ethnic diversity is only one aspect of a more diverse workforce. 19 percent of Foreign Service Generalists and 28 percent of Foreign Service Specialists hired in 2003 were minorities. 36.4 percent of student program participants were minorities.
I/P: Career Development and Training
INDICATOR: Mandatory Leadership Training Participation
Input
JUSTIFICATION: Course enrollments best validate the number of employees completing mandatory leadership/management training.
FY 2006 PERFORMANCE
Target
Mandatory Leadership/Management training for 99% percent (6,900) of eligible target audience (7,000).
Results
Based on preliminary data, there are 8,775 completed enrollments in mandatory leadership training courses (about 113% of adjusted target).
Rating
Above Target
Impact
Leadership and management training promotes a leadership culture designed to improve the Department’s management cadre and develop those who will eventually assume positions of leadership.
PERFORMANCE DATA
Data Source
Student Training Management System.
Data Quality
(Verification)
The indicator is based on course enrollments generated from the Department’s corporate training database and are reliable. Fluctuation in database records may, at any given time, reflect enrollment numbers that slightly differ, though with little, if any, appreciable impact.
PAST PERFORMANCE
2005
Through FY 2005, there were more than 6,700 completed enrollments in mandatory leadership training courses (about 87% of adjusted target, or 13% ahead of original end-of-FY target of 74%).
2004
64% of target audience has completed Mandatory leadership/management training, exceeding end-of-FY 49% target.
Senior Executive Training Seminar course initiated.
INDICATOR: Percentage of Employees Assigned to Language Designated Positions
Who Meet the Requirement of the Position
Input
JUSTIFICATION: This is a useful indicator of how well the assignments process works to place people with needed skills. However, as the baseline changes due to increasing and varied requirements and due to the Career Development initiatives’ emphasis on new language designated positions, the percentage may not increase. Finally, success is partially controlled by resources available for training and sufficient personnel to accommodate training while still meeting other mission requirements.
FY 2006 PERFORMANCE
Target
80% or better fully meet the requirements, contingent on receiving funding request for FY 2007 foreign language programs.
Results
Preliminary data indicate that performance is on target for FY 2006. Complete results will be reported to Congress in February 2007.
Rating
On Target
Impact
Diplomatic efforts will be more successful as employees with the appropriate language skills are deployed overseas. The Department will better engage host governments, local populations, and allies when implementing programs, communicating policies, and advocating positions.
PERFORMANCE DATA
Data Source
This indicator is calculated by the Bureau of Human Resources, based on panel actions in the previous fiscal year (e.g. FY 2005 figures are based on FY 2004 panel actions). Actions for the current fiscal year are not available until the end of the fiscal year. This indicator is reported yearly to Congress as required by statute.
Data Quality
(Verification)
Confidence in the data is high: the data are reported electronically and stored in a database; post reports are solicited and verified by human resources professionals in Washington.
PAST PERFORMANCE
2005
In FY 2005, 82.34% fully met and 10.79 percent partially met requirements.
2004
In FY 2004, 82.55% fully met and 9.89 percent partially met requirements.
2003
In CY 2003, 83% fully met and 12 percent partially met requirements.
INDICATOR: Percent of Language Students Attaining Skill Objectives From Training
Output
JUSTIFICATION: The data are screened and provide the most accurate measure for tracking performance: the time spent in language training and resulting end-of-training test results.
FY 2006 PERFORMANCE
Target
75% or better.
Results
84%.
Rating
On Target
Impact
The Department will deploy staff with the right language skills and improve the effectiveness of programs and policies.
PERFORMANCE DATA
Data Source
Student Training Management System.
Data Quality
(Verification)
The indicator is based on test result scores maintained in the Department’s corporate training database, and are reliable. Fluctuation in database records may, at any given time, reflect numbers that slightly differ, though with little, if any, appreciable impact.
PAST PERFORMANCE
2005
87%.
2004
88%.
2003
78%.
I/P: Americans Employed by UN System Organizations
INDICATOR: Average Percentage of UN System Organizations’ Workforce
(Positions Subject to Geographical Distribution) That is American
Output
JUSTIFICATION: The annual targets and results are averages among international organizations where the United States is most inequitably employed or which attract a high level of interest. By tracking averages over a number of years, the Department will know whether or not it is increasing the percentage of Americans working in UN System organizations.
FY 2006 PERFORMANCE
Target
11.0%.
Results
10.4%.
Rating
Below Target
Impact
The lack of progress in FY 2006 (CY 2005) necessitates a downward adjustment to our out-year targets. The number of Americans matters because they bring values, ideals, skills, and experience to the job that can help the efficiency and effectiveness of international organizations.
Reason for Shortfall
On average, employment of Americans did not increase as fast as total employment in posts subject to geographical distribution in the targeted organizations.
Steps to Improve
Department increased staffing dedicated to this initiative, is trying to identify new sources of candidates, is planning to do more targeted outreach, will increase the information on international organization employment on its website, and will begin the process of evaluating the feasibility of maintaining a roster of candidates and funding Junior Professional Officers.
PERFORMANCE DATA
Data Source
Data are derived from annual Department requests to posts/missions to obtain information directly from individual international organizations for forwarding to the Department for analysis.
Data Quality
(Verification)
The Department submits a report to Congress on this issue each year. U.S. missions accredited to international organizations gather from those organizations and report to Washington needed data to complete the report.
