Identifier
Created
Classification
Origin
05ASUNCION1234
2005-09-30 11:32:00
UNCLASSIFIED
Embassy Asuncion
Cable title:  

LES CY 2006 Compensation Questionnaire

Tags:  AFSN AMGT KICA PA 
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UNCLAS SECTION 01 OF 05 ASUNCION 001234 

SIPDIS

Dept for HR/OE/CM and WHA/ER - Robert Frazier

E.O. 12958: N/A
TAGS: AFSN AMGT KICA PA
SUBJECT: LES CY 2006 Compensation Questionnaire

REF: STATE 162676

UNCLAS SECTION 01 OF 05 ASUNCION 001234

SIPDIS

Dept for HR/OE/CM and WHA/ER - Robert Frazier

E.O. 12958: N/A
TAGS: AFSN AMGT KICA PA
SUBJECT: LES CY 2006 Compensation Questionnaire

REF: STATE 162676


1. Responses are keyed to reftel:

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Questionnaire:
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1. For posts where the vendor's compensation data is
market position based, such as Watson Wyatt, what is post
management's overall average desired market position
percentile for the regular salary schedule? (50th
percentile is considered moderately competitive; 75th is
highly competitive; and 90th is aggressively competitive).

i. Not applicable


2. For all posts: taking into account the pay
adjustment, if any, that post implemented or expects to
implement in 2005, select one of the following:

b. Post's current pay levels meet projected needs for
2006


3. Does the response to question 2 reflect (select one):

c. The carefully considered assessment of post management

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Exception Rate Ranges (ERR's)
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4. Does post have any exception rate ranges?

d. Yes, four or more ERR's


5. What is post management's desired market position for
each existing ERR that is based on market position data?:
N/A


6. Are any existing ERR's no longer needed?

b. No


7. Are any new ERR's needed?

b. No

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Recruitment and Retention Needs
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8. Did post receive applications from qualified
applicants to fill each vacancy in CY 2004?

a. Yes


9. What are the most common reasons for refusing offers
of employment (select all that apply): N/A


10. Is the salary range listed on each vacancy
announcement?

a. Yes
b. No (USAID only)


11. What is the typical number of required qualifications
listed on a vacancy announcement?

b. Four


12. How long does it typically take to fill a vacancy?

c. Four weeks to less than six weeks


13. Does post management believe that qualified
applicants are most plentiful for positions at (select
one):

d. Not applicable - plenty of qualified applicants at
most/all grades


14. How many employees separated from post employment

during CY 2004? Provide one total number that includes
all agencies and all constituent posts: 4


15. How many employees separated for each of the
following reasons? Do not count employees who moved from
one position to another, even if to another agency. The
total for a through k below should equal the answer
provided to question 14.

a. Reduction in Force (RIF): 0
b. Separation for age: 0
c. Separation for cause: 2
d. Disability: 0
e. Death in service: 0
f. Poor performance or inability to perform job: 0
g. Resignation to obtain better employment (more
senior position, better advancement possibilities, better
training, better working conditions, better location,
etc.): 0
h. Resignation to obtain better salary or better
benefits (in a position with roughly the same
responsibilities: 1
i. Voluntary retirement: 0
j. Personal reasons (family, relocation): 1
k. Other (specify): 0

Total: 4

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Current Staffing
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16. How many employees are at each grade level? Provide
only one total number for each grade level that covers all
workweek schedules (part time, full time, regular
schedule, and ERR's) and that includes employees of all
agencies and employees at constituent posts.

Grade No. of Employees
FSN-13 0
FSN-12 2
FSN-11 13
FSN-10 10
FSN-9 12
FSN-8 15
FSN-7 10
FSN-6 10
FSN-5 12
FSN-4 14
FSN-3 26
FSN-2 15
FSN-1 1

Total: 140



17. What is the average step rate for all employees, by
grade level? Round to the nearest whole number. List
separately the average step rate for employees paid from
each ERR.

Grade Avg. Step
FSN-13 0
FSN-12 8
FSN-11 8
FSN-10 3
FSN-9 9
FSN-8 5
FSN-7 6
FSN-6 6
FSN-5 2
FSN-4 4
FSN-3 6
FSN-2 3
FSN-1 8

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ERR Cost Factors
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18. HR/OE seeks to assess whether ERR costs are
increasing over time. While the approach below will not
yield an exact cost, it will give a sense of direction
without imposing a large burden on posts with many
employees paid under ERR's.

First, determine total cash compensation (base pay,
allowances, and bonuses) for step 5 of each ERR and for
step 5 of the same grade on the regular schedule. Divide
the first number by the second number, and subtract one.
Convert to a percentage by moving the decimal point two
places to the right. The result will be a positive in the
case of an upward ERR or a negative in the case of a
downward ERR. (Example: 55,010 / 40,200 minus 1 equals
0.37 or 37%.) If post has more than one ERR, calculate
the average percentage difference for each ERR, and then
average the averages.

c. -20% to -29%


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Host Country Unemployment
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19. Host country unemployment is:
d. High (10.1% to 20%)


20. Host country unemployment is high for what types of
positions that LE Staff encumber? Select all that apply.

a. blue collar - unskilled or semi-skilled
b. blue collar - skilled
c. clerical and secretarial
d. professional
e. high tech
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Salary Advance Plan
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21. Does post's Local Compensation Plan include a Salary
Advance Plan (aka Salary Prepayment Plan)?

b. No

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Local Leave Plan
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22. Does post's Local Compensation Plan include a Local
Leave Plan?

a. Yes

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Reduction in Force Plan
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23. Does post have a Reduction in Force Plan?

a. Yes


24. What is the effective date year of the RIF plan?

g. Earlier than 2000 - 1994

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LE Staff Handbook
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25. In what year was the LE Staff Handbook (or FSN
Handbook) most recently revised and issued to covered
personnel?

e. 2001

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Pay Cap on Annual Basic Salary
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26. How many LE Staff have been affected in the last year
by the 3 FAM 7342 pay cap on annual basic salary?: None

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Lowest Wage
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27. What is the grade of the individual encumbering the
position with the lowest grade on the full time workweek
salary schedule?

a. FSN-2 (ERR Schedule)



28. What is annual total compensation for step 1 of the
lowest grade specified in the answer to question 27?
Include basic salary, all allowances, all bonuses, and the
fair market value of USG in kind benefits (e.g., meal
tickets) or reimbursements (e.g., commuting or education
costs). If benefits vary by length of service, use amount
for a newly hired employee. If benefits vary by family
size, use amount paid to a married employee with two
children. List the total amount and the currency name
(not acronym): Guaranies 31,000,000.

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Medical Benefits
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29. How are medical benefits provided to LE Staff?
Select all that apply, regardless of the level of
benefits.

e. post has a private medical plan and contracts with a
local medical provider such as a hospital, clinic, or HMO

30. If post selected "d" or "e" in question 29 above:
b. What is the name of the local medical provider?:
ASISMED San Roque.

c. When does the current contract expire?: April 9, 2006


31. What types of medical plans provide medical coverage
to LE Staff after retirement? Select all that apply,
regardless of the level of benefits.

b. The Local Social Security System provides medical
benefits
d. Post's contract with a local medical provider provides
coverage after retirement.


32. In post's management's opinion, and taking into
account cultural norms in the locality of employment (not
in the United States),are the medical benefits provided
to LE Staff from all sources combined:

b. Adequate


33. If the answer to question 32 is "inadequate," what is
the reason? Select all that apply.

d. Not applicable - "inadequate" was not chosen

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CAJE Implementation Costs
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34. Did the costs of upgrades as a result of CAJE
implementation significantly impact funds available for
increases to the Local Compensation Plan?

a. No, post or bureau budgeted appropriately for
anticipated upgrade costs and received most or all of the
necessary funding.

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FSN Worldwide Conferences
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35. Have any LE Staff from your post participated in the
FSN Worldwide Conferences?

a. Yes, one year


36. Did the participant(s) share information with post
management and colleagues upon return to post?

b. No


37. How was information shared? (select all that apply)

f. Not applicable


38. What changes have taken place as a result of
attendance at the FSN Worldwide Conferences? (select all
that apply)

g. No changes

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Viewpoints and Opinions
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39. Do LE Staff frequently approach Mission management or
agency heads to express concern about the LCP?

a. Yes


40. If the answer to question 39 is yes, what is the most
commonly expressed concern? Select one.

a. Pay too low to cover costs of living


41. Notwithstanding any concerns LE Staff may or may not
express or how they express them, is post management of
the opinion that most LE Staff believe their pay package
is fundamentally appropriate compensation for the work
they perform?

a. Yes

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Certification from Management Officer
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42. I certify that both the ICASS Council Chairperson and
I have personally reviewed the responses to this
questionnaire and attest that, to the best of our
knowledge, the responses are accurate and complete.
a. I so certify


43. Name and title of Management Officer or Counselor, or
person acting in that capacity

Name: Graham L. Webster
Title: Management Officer


44. Name and Title of ICASS Council Chairperson

Name: Michael Eschleman
Title: PC/Paraguay Program and Training Officer
Keane