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.
STRATEGIC GOAL FOUR Facilitate Commission performance |
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FY 2010 Investment | FY 2010 Performance Results | ||||||
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FY 2010 Actual |
Change (+/-) from FY 2009 |
Targets: | Exceeded | Met | Not Met | Results Not Demonstrated |
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Cost: | $33.3 Million | No Change | Results: | 1 | 12 | 3 | 1 |
Staffing: | 120 FTE | +6 FTE | Total Number of Results: 17 |
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 the PAR located at http://www.cftc.gov/About/CFTCReports/.
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. | |||||||||||||||||
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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 |
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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 |
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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 |
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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 |
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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 |
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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 |
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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) |