U. S. Department of State Bureau of Human Resources Five-Year Workforce and Leadership Succession Plan Fiscal Years 2018 – 2022 Office of Resource Management and Organization Analysis (HR/RMA) February 2019 TABLE OF CONTENTS EXECUTIVE SUMMARY ........................................................................................................... 1 MISSION AND INTRODUCTION ............................................................................................................. 1 HIGHLIGHTS OF WORKFORCE PROGRESS AND CHALLENGES ....................................................................... 2 SUMMARY OF HUMAN CAPITAL STRATEGY RESULTS ................................................................................ 6 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 Workforce Planning System Model (CSWPS) ..................................................................................................... 21 PROJECT HUMAN RESOURCES REQUIREMENTS ..................................................................................... 22 Requirement Drivers .............................................................................................................................................................. 22 ANALYZE WORKFORCE TALENT POOL .................................................................................................. 23 Grade Level ............................................................................................................................................................................ 24 Location ................................................................................................................................................................................. 26 Diversity ................................................................................................................................................................................. 28 Age and Length of Service ...................................................................................................................................................... 30 Retirement Eligibility .............................................................................................................................................................. 33 Attrition .................................................................................................................................................................................. 36 IDENTIFY WORKFORCE GAPS AND STRENGTH ....................................................................................... 46 Mission Critical Occupation (MCO) Gaps and Strength .......................................................................................................... 46 Vacancy Rates ........................................................................................................................................................................ 48 Language Gaps and Strength ................................................................................................................................................. 49 SECTION III. DEVELOP MANAGEMENT PLANS ....................................................................... 57 UNDERSTAND MANAGEMENT PLAN OBJECTIVES AND PROCESS ................................................................ 57 Integrated Resource Planning System ................................................................................................................................... 58 Hiring Requirement Levels ..................................................................................................................................................... 58 DEVISE RECRUITMENT AND HIRING PLANS ........................................................................................... 59 Recruitment and Hiring .......................................................................................................................................................... 59 FS GENERALIST AND FS SPECIALIST MID-LEVEL DEFICIT STRATEGY .............................................................. 65 FS GENERALIST FLOW-THROUGH STRATEGY - WORKFORCE 2025 .............................................................. 65 Background ............................................................................................................................................................................ 66 Changes Prompted by Findings .............................................................................................................................................. 66 ii Foreign Service Promtion Rates Rebound in FY 2018 ............................................................................................................ 66 New Opportunities and Challenges ....................................................................................................................................... 67 Consular Workload Increase .................................................................................................................................................. 67 Next Steps .............................................................................................................................................................................. 68 FOCUS ON ASSIGNMENT INITIATIVES ................................................................................................... 69 MANAGE PROMOTION PLANS ........................................................................................................... 69 FOSTER TRAINING INITIATIVES ............................................................................................................ 69 Foreign Service Training ......................................................................................................................................................... 70 Civil Service Training .............................................................................................................................................................. 71 Skills Training ......................................................................................................................................................................... 71 PROMOTE DEVELOPMENT PLANS ....................................................................................................... 74 Foreign Service Development ................................................................................................................................................ 74 Civil Service Development ...................................................................................................................................................... 75 Professional Development Through Long-term Training and Detail Assignments ................................................................. 76 Mentoring and Coaching ........................................................................................................................................................ 77 SECTION IV. IMPLEMENT MANAGEMENT PLANS .................................................................. 80 IMPLEMENT RECRUITMENT AND HIRING PLANS..................................................................................... 80 EXECUTE ASSIGNMENT INITIATIVES ..................................................................................................... 81 IMPLEMENT PROMOTION AND FLOW-THROUGH PROJECTIONS ................................................................ 82 EXECUTE TRAINING INITIATIVES ......................................................................................................... 82 Diplomatic Tradecraft Training .............................................................................................................................................. 83 Language Training .................................................................................................................................................................. 83 IT Skills Training .....................................................................................................................................................................