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UNCLAS  LJUBLJANA 000688 
 
SIPDIS 
 
 
DEPT FOR HR/OE/CM 
ALSO FOR EUR/EX/PMO -- TERRY FLYNN 
 
SENSITIVE 
 
E.O. 12958: N/A 
TAGS: AFSN AMGT KICA
SUBJECT: Response to CY2006 Compensation Questionnaire -- 
Ljubljana 
 
Ref: State 162676 
 
¶1. Below please find Embassy Ljubljana's response to the 
CY2006 FSN Compensation Questionnaire. These answers have 
been approved by Post Management and the ICASS Council. 
 
¶2.  (SBU) Questionnaire 
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Competitive Compensation Position 
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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). 
d.  80th 
 
Comment: Post realizes that EUR/EX would like to maintain 
all Missions at the 75th percentile. However, to attract, 
retain and motivate high quality employees for long-term 
continued employment, we would like to be placed at the 80th 
percentile for the following reasons: 
-- The local talent is limited, owing to Slovenia's small 
population, and in particular the small population of 
Ljubljana from which Post's staff is drawn. This is 
particularly true of the type of workforce the Embassy seeks 
to employ, whose unemployment rates are particularly low. 
-- With the increasing number of foreign employers looking 
for the local talent, the competition is also increasing, as 
these companies are targeting some of the talent that the 
Post is interested in. 
-- As an EU member, Slovenia has bilateral agreements with 
three EU countries (Great Britain, Ireland and Sweden) to 
allow Slovenians seek employment in those countries. This 
may also reduce the workforce available to the Embassy. End 
Comment 
 
¶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: 
a.  post needs to be more competitive in the market to 
effectively recruit and retain talent in 2006 
 
¶3.  Does the response to question 2 reflect (select one): 
a.  the unanimous view of the ICASS Council 
 
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Exception Rate Ranges (ERR's) 
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¶4.  Does post have any exception rate ranges? 
b.  yes, two 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? 
a.  yes (specify) - Following CAJE implementation, those in 
the ERR positions received a grade increase. 
 
¶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) 
a.  salary offer too low 
b.  inadequate benefits 
 
¶10.  Is the salary range listed on each vacancy 
announcement? 
b.  no 
 
¶11.  What is the typical number of required qualifications 
listed on a vacancy announcement? 
c.  five 
 
¶12.  How long does it typically take to fill a vacancy? 
d.  six weeks to less than nine weeks 
 
¶13.  Does post management believe that qualified 
applicants are most plentiful for positions at (select 
one): 
 
 
b.  the middle grades (FSN 6-8) 
 
¶14.  How many employees separated from post employment 
during CY 2004?  Provide one total number that includes 
all agencies and all constituent posts. 
1 
 
¶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) - 1 
 
        Total: 1 
 
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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. 
FSN-10 = 5 
FSN-9 = 8 
FSN-8 = 11 
FSN-7 = 5 
FSN-6 = 8 
FSN-5 = 7 
FSN-4 = 4 
FSN-3 = 4 
Total  52 
 
¶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. 
FSN-10 = 7 
FSN-9 = 6 
FSN-8 = 4 
FSN-7 = 4 
FSN-6 = 4 
FSN-5 = 7 
FSN-4 = 5 
FSN-3 = 6 
 
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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. 
a.  no ERR's (currently used) at post 
 
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Host Country Unemployment 
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¶19.  Host country unemployment is: 
c.  moderate  (6.1% to 10%) 
 
¶20.  Host country unemployment is high for what types of 
positions that LE Staff encumber?  Select all that apply. 
b.  blue collar - skilled - low 
c.  clerical and secretarial - moderate 
d.  professional - low, especially in the capital city where 
Post is located 
 
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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? 
d.  2002 
 
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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? 
d.  2002 
 
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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? 
N/A 
 
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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? 
c.  FSN-3 (Note: One of the three ORE staff members at the 
Ambassador's residence is paid at the FSN-2 level.) 
 
¶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). 
 
Annual total compensation for Grade 3 / Step 1 
3.514.884 Slovenian Tolars: 
Note: This rate includes the following: 
2.940.222 - adjusted basic rate (gross basic salary = net 
salary + taxes + contributions)  + 
329.742 (meal + transportation allowance) + 
244.920 (bonus 8.33%) 
 
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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. 
a.  there is a national, universal health care system 
b.  the Local Social Security System provides medical 
benefits 
 
¶30.  If post selected "d" or "e" in question 29 above: 
d.  not applicable 
 
¶31.  What types of medical plans provide medical coverage 
to LE Staff after retirement?  Select all that apply, 
regardless of the level of benefits. 
a.  the national, universal health care system 
b.  the Local Social Security System provides medical 
benefits 
 
¶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 (in respect to the prevailing practice) 
 
¶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? 
a.  yes 
 
¶37.  How was information shared?  (select all that apply) 
a.  briefing or meeting 
c.  written article 
other (specify) 
Any new information obtained is shared with Management 
Officer and FSN Association Representatives 
 
¶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? 
b.  no 
 
ADDITIONAL INFORMATION: 
-- According to the Slovenian Collective Agreement, which 
all sectors of the economy are required to follow, each 
employee is entitled to a "0.5% working period supplement" 
(from basic salary) for each full year of the whole working 
period.  This has never been implemented at Post. 
 
-- According to Slovenian law, beginning in 2004 employers 
were required to pay an additional gross amount to the 
employee every month: 
in 2004 it was 5.000 Slovenian Tolars 
in 2005 it was 5.100 Slovenian Tolars 
We anticipate this figure will increase by a small amount in 
2006, due to inflation. Again, this has never been 
implemented at Post. 
 
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Certification from Management Officer 
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¶42.  I certify that both the ICASS Council 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 (Note: The ICASS Council has yet to elect a 
new chairperson. However, the Deputy Chief of Mission 
(representing State) and all other members of the ICASS 
Council (DAO, ODC and BAO) have reviewed and approved the 
responses to this questionnaire.) 
 
¶43.  Name and title of Management Officer or Counselor, or 
person acting in that capacity 
 
Name: Caroline Mangelsdorf 
Title: Management Officer 
 
 
¶44.  Name and Title of ICASS Council Chairperson 
 
Name: TBD (The ICASS Council has yet to elect a new 
chairperson 
 
 
Title: 
 
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End of Questionnaire 
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¶3. Point of contact is Management Officer Caroline 
Mangelsdorf; phone: 386-1-200-5626; email: 
mangelsdorfcb@state.gov. 
 
Robertson 
 
 
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 2005LJUBLJ00688 - Classification: UNCLASSIFIED 


 
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