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.