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Five-Year Workforce Plan Fiscal Years 2019 – 2023

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Five-Year Workforce Plan Fiscal Years 2019 – 2023 U. S. Department of State Bureau of Human Resources Five-Year Workforce Plan Fiscal Years 2019 – 2023 Office of Resource Management and Organization Analysis (HR/RMA) February 2020 TABLE OF CONTENTS EXECUTIVE SUMMARY ........................................................................................................... 1 MISSION AND INTRODUCTION ............................................................................................................. 1 HIGHLIGHTS OF WORKFORCE PROGRESS AND CHALLENGES ....................................................................... 2 SUMMARY OF HUMAN CAPITAL STRATEGY RESULTS ................................................................................ 5 INTRODUCTION: HUMAN CAPITAL PLANNING PROCESS ....................................................... 11 SECTION I. ESTABLISH STRATEGIC ALIGNMENT ..................................................................... 14 SET STRATEGIC GOALS ..................................................................................................................... 14 COMMIT TO HUMAN CAPITAL GOALS AND OUTCOMES .......................................................................... 15 MANAGE THE HUMAN CAPITAL (HC) ACCOUNTABILITY SYSTEM .............................................................. 16 SECTION II. IDENTIFY GAPS BY ANALYSIS OF REQUIREMENTS AND TALENT POOL ................. 18 EMPLOY PROCESS FOR FINDING GAPS ................................................................................................. 18 Overseas Staffing Model (OSM) ............................................................................................................................................. 18 Domestic Staffing Model (DSM) ............................................................................................................................................. 19 Foreign Service Model (FSM) ................................................................................................................................................. 21 Civil Service Model (CSM) ...................................................................................................................................................... 21 PROJECT HUMAN RESOURCES REQUIREMENTS ..................................................................................... 21 Workload Drivers ................................................................................................................................................................... 22 ANALYZE WORKFORCE TALENT POOL .................................................................................................. 22 Grade Level ............................................................................................................................................................................ 24 Location ................................................................................................................................................................................. 26 Diversity ................................................................................................................................................................................. 27 Age and Length of Service ...................................................................................................................................................... 30 Retirement Eligibility .............................................................................................................................................................. 33 Attrition .................................................................................................................................................................................. 36 IDENTIFY WORKFORCE GAPS AND STRENGTH ....................................................................................... 39 Mission Critical Occupation (MCO) Gaps and Strength .......................................................................................................... 39 Vacancy Rates ........................................................................................................................................................................ 42 Language Gaps and Strength ................................................................................................................................................. 44 SECTION III. DEVELOP MANAGEMENT PLANS ....................................................................... 50 UNDERSTAND MANAGEMENT PLAN OBJECTIVES AND PROCESS ................................................................ 50 Integrated Resource Planning System ................................................................................................................................... 51 Hiring Requirement Levels ..................................................................................................................................................... 51 DEVISE TALENT ACQUISITION PLANS .................................................................................................... 52 Talent Acquisition .................................................................................................................................................................. 52 FS MID-LEVEL DEFICIT STRATEGY ........................................................................................................ 58 FS GENERALIST FLOW-THROUGH STRATEGY - WORKFORCE 2025 .............................................................. 58 Background ............................................................................................................................................................................ 59 ii Foreign Service Promotion Rates Rebound in FY 2018 .......................................................................................................... 59 New Opportunities and Challenges ....................................................................................................................................... 59 Consular Workload Increase .................................................................................................................................................. 60 Next Steps .............................................................................................................................................................................. 61 FOCUS ON ASSIGNMENT INITIATIVES ................................................................................................... 61 MANAGE PROMOTION PLANS ........................................................................................................... 61 FOSTER TRAINING INITIATIVES ............................................................................................................ 62 Foreign Service Training ......................................................................................................................................................... 62 Civil Service Training .............................................................................................................................................................. 63 Skills Training ......................................................................................................................................................................... 64 PROMOTE DEVELOPMENT PLANS ....................................................................................................... 66 Foreign Service Development ................................................................................................................................................ 66 Civil Service Development ...................................................................................................................................................... 67 Professional Development Through Long-term Training and Detail Assignments ................................................................. 68 Mentoring and Coaching ........................................................................................................................................................ 70 SECTION IV. IMPLEMENT MANAGEMENT PLANS .................................................................. 73 IMPLEMENT TALENT ACQUISITION PLANS ............................................................................................. 73 EXECUTE ASSIGNMENT INITIATIVES ..................................................................................................... 74 IMPLEMENT PROMOTION AND FLOW-THROUGH PROJECTIONS ................................................................ 74 EXECUTE TRAINING INITIATIVES ......................................................................................................... 75 Diplomatic Tradecraft Training .............................................................................................................................................. 75 Language Training .................................................................................................................................................................. 75 IT Skills Training ...................................................................................................................................................................... 76 Security Training ...................................................................................................................................................................
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