USAID Five-Year Workforce Plan FY 2009 - FY 2013

The goal of this Five Year Workforce Plan is to project staffing requirements and implement targeted initiatives to meet those requirements. The plan describes the current workforce, explains the seven-step workforce process, and outlines solutions and strategies to strengthen the Agency's workforce. USAID relies on two groups of employees to fulfill mission goals: US Direct-Hire (USDH) and Non-Direct-Hire (non-USDH) employees. US Direct-Hire Employees are either Civil Service (CS) employees or Foreign Service Officers (FSOs), while Non-USDH Employees are Foreign Service Nationals (FSNs), US Personal Service contractors (US PSCs), or other US citizens hired under various non-USDH mechanisms. The Joint Strategic Plan and Foreign Assistance Framework provide the stimulus and direction for all efforts, shaping the processes and goals that dictate this plan. The USAID Human Capital Strategic Plan (HCSP) outlines USAID's five-year strategic plan for the management of human capital, addressing the Human Capital Assessment and Accountability Framework (HCAAF) five standards of success. The Strategic Human Capital Goals outlined in the plan drive the Workforce Planning objectives. The Strategic Objectives are as follows: Achieving Peace and Security, Governing Justly and Democratically, Investing in People, Promoting Economic Growth and Prosperity, Providing Humanitarian Assistance, Promoting International Understanding, and Strengthening Consular and Management Capabilities. The seven-step workforce process includes Strategic Direction, Demand Analysis, Supply Analysis, Gap Analysis, Solution Analysis, Implementation, and Evaluation. The plan aims to strategically align staff with agency priorities, increase staff mobility and readiness, ensure a diverse workforce and culture of inclusiveness, ensure employee high performance through continual development and performance management, and provide first-rate HR services. The plan also outlines the current workforce composition, including the number of US Direct-Hire and Non-Direct-Hire employees, as well as the breakdown of Foreign Service Officers and Civil Service employees. The plan emphasizes the importance of succession and leadership management, highlighting the need for a robust succession planning process to ensure the continuity of leadership within the agency. The USAID Workforce Plan FY 2009 – FY 2013 is a critical component of the agency's human capital management process, providing a comprehensive framework for workforce planning and development. The plan aims to strengthen the Agency's workforce and ensure that it is equipped to meet the evolving needs of the agency and the US government.