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Introduction to Strategic Goal Four

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The Commission’s ability to meet its strategic program goals depends on excellent management of its human capital, technology, and financial resources. Management excellence means hiring, retaining, and developing a professionally competent and driven workforce with the technical skills and resources to achieve mission success. In addition, management excellence provides the executive leadership required to accomplish the agency’s strategic goals and to continue agency functions under emergency condition.

ORGANIZATIONAL EXCELLENCE

STRATEGIC GOAL FOUR

Facilitate Commission performance
through organizational and
management excellence,
efficient use of resources, and
effective mission support.

Photo showing businesspeople talking in a meeting.
FY 2010 Investment FY 2010 Performance Results
  FY 2010
Actual
Change (+/-) from
FY 2009
Targets: Exceeded Met Not Met Results Not
Demonstrated
Cost: $33.3 Million No Change Results: 1 12 3 1
Staffing: 120 FTE +6 FTE   Total Number of Results: 17


Goal Four Summary of Performance

The table below provides a summary of selected performance measures to demonstrate the Commission’s performance towards achieving organizational and management excellence. For a detailed analysis of all performance measures, please refer to the Performance Section of this report.

Performance Summary
Outcome Objective 4.1 Productive, technically competent, competitively compensated, and diverse workforce that takes into account current and future technical and professional needs of the Commission.
Performance Measures FY 2010
Target
FY 2010
Actual
FY 2010
Met or
Not Met
Performance Trends
FY 20081 – FY 2010
Comment
4.1.2 Average number of days between close of vacancy announcement and job offer, per Federal standards of 45 days or less. 45 84 Not Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 55 days 45 days 45 days
Results 59 days 57 days 84 days
Enhanced efforts to sequence vacancy announcements, along with added process automation, are expected to reduce time-to-hire in FY 2011.
4.1.3 Rate of employee turnover, exclusive of retirements. 3.6% 1.8% Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 3.5% 3.6% 3.6%
Results 2.4% 1.9% 1.8%
Strategy is to remain an employer of choice based on professional work environment and competitive compensation, even in stronger job market.
4.1.5 Percentage of underrepresented groups among new hires. 27% 22% Not Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 27% 27% 27%
Results 23% 24% 22%
Ongoing coordination between the Offices of Human Resources and Equal Employment Opportunity to assure improved CFTC outreach to under-represented groups is set to continue in FY 2011.
Outcome Objective 4.2 Modern and secure information system that reflects the strategic priorities of the Commission.
4.2.3 Percentage of Customer Support Center inquiries resolved within established performance metrics. 100% 100% Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 80% 80% 100%
Results 84% 100% 100%
Customer Support Center resources will be increased to maintain performance as CFTC staffing is increased.
4.2.6 Percentage of major systems and networks certified and accredited in accordance with NIST guidance. 100% 100% Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 100% 100% 100%
Results 100% 100% 100%
Certification and accreditation for new major systems will begin early in the life cycles of those systems.
4.2.8 Percentage of network users who have completed annual security and privacy training. 99% 99% Met
Performance Trends
  FY
2008
FY
2009
FY
2010
Targets 99% 99% 99%
Results 99% 99% 99%
Annual security and privacy training will continue to address emerging threats to government networks.
1 With the FY 2007 Strategic Plan, the Commission adopted the fourth strategic goal that focuses on assessing and measuring organizational and management excellence. In FY 2008, the Commission first published its Goal Four performance results. (back to text)

 

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