US embassy cable - 05ASUNCION1234

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