This record is a partial extract of the original cable. The full text of the original cable is not available.

UNCLAS SECTION 01 OF 04 GENEVA 002374 
 
SIPDIS 
 
FOR HR/OE/CMD - S. LUMSDEN AND IO/EX - M. ALDERETE 
 
E.O. 12958: N/A 
TAGS: AFSN APER ABUD AMGT KICA
SUBJECT: LES: CY 2006 COMPENSATION QUESTIONNAIRE 
 
REF: STATE 162676 
 
COMPETITIVE COMPENSATION POSITION 
 
¶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). 
 
¶H.  OTHER - 75TH 
 
¶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: 
 
¶D.  OTHER - WE ANTICIPATE A MODERATE INCREASE IN AVERAGE 
WAGES/BENEFITS SIMILAR TO THE APPROXIMATE 2% INCREASE 
INDICATED IN RECENT WATSON WYATT SURVEYS.  WE WILL 
REQUEST A 2% INCREASE IN OUR FY 06 BUDGET SUBMISSISON. 
PLEASE NOTE THAT FOR BUDGETARY REASONS POST COULD ONLY 
GIVE HALF OF THE AUTHORIZED SALARY INCREASE FOR 2005. 
 
 
¶3.  DOES THE RESPONSE TO QUESTION 2 REFLECT (SELECT ONE): 
 
¶B.  AN ICASS COUNCIL CONSENSUS 
 
EXCEPTION RATE RANGES (ERR'S) 
 
¶4.  DOES POST HAVE ANY EXCEPTION RATE RANGES? 
 
¶E.  NO 
 
¶5.  WHAT IS POST MANAGEMENT'S DESIRED MARKET POSITION FOR 
EACH EXISTING ERR THAT IS BASED ON MARKET POSITION DATA? 
NOT APPLICABLE - POST HAS NO ERR'S 
 
¶6.  ARE ANY EXISTING ERR'S NO LONGER NEEDED? 
 
¶C.  NOT APPLICABLE - POST HAS NO ERR'S 
 
¶7.  ARE ANY NEW ERR'S NEEDED? 
 
¶B.  NO 
 
RECRUITMENT AND RETENTION NEEDS 
 
¶8.  DID POST RECEIVE APPLICATIONS FROM QUALIFIED 
APPLICANTS TO FILL EACH VACANCY IN CY 2004? 
 
¶A.  YES, BUT FEW APPLICANTS WERE HOST COUNTRY NATIONALS. 
U.S. MISSION IS HIGHLY DEPENDENT ON NON-SWISS LES 
EMPLOYEES. 
 
¶9.  WHAT ARE THE MOST COMMON REASONS FOR REFUSING OFFERS 
OF EMPLOYMENT (SELECT ALL THAT APPLY) 
 
¶A.  SALARY OFFER TOO LOW FOR SWISS CANDIDATE (OFFERED TO 
SECOND CHOICE AND POSITION WAS ACCEPTED BY NON HOST 
COUNTRY NATIONAL) 
 
¶10.  IS THE SALARY RANGE LISTED ON EACH VACANCY 
ANNOUNCEMENT? 
 
¶B.  NO - ONLY GRADE IS MENTIONED 
 
¶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? 
 
¶E.  NINE WEEKS TO LESS THAN TWELVE WEEKS 
 
¶13.  DOES POST MANAGEMENT BELIEVE THAT QUALIFIED 
APPLICANTS ARE MOST PLENTIFUL FOR POSITIONS AT (SELECT 
ONE): 
 
¶D.  NOT APPLICABLE - THERE ARE SUFFICIENT QUALIFIED 
APPLICANTS AT MOST/ALL GRADES, BUT MOST (TWO-THIRDS) ARE 
NON-HOST COUNTRY NATIONALS.  MANY SWISS NATIONALS WILL 
NOT ACCEPT U.S. MISSION SALARY/BENEFIT RATES. 
 
¶14.  HOW MANY EMPLOYEES SEPARATED FROM POST EMPLOYMENT 
DURING CY 2004?  PROVIDE ONE TOTAL NUMBER THAT INCLUDES 
ALL AGENCIES AND ALL CONSTITUENT POSTS. 
 
ZERO 
 
¶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. 
 
¶K.      OTHER - NOT APPLICABLE 
 
CURRENT STAFFING 
 
¶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-13             0 
FSN-12             0 
FSN-11             1 
FSN-10             3 
FSN-9              8 
FSN-8              9 
FSN-7             11 
FSN-6             10 
FSN-5             15 
FSN-4             18 
FSN-3             34 
FSN-2              3 
FSN-1              0 
 
TOTAL            112 
 
¶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-13             N/A 
FSN-12             N/A 
FSN-11             10 
FSN-10              8 
FSN-9              10 
FSN-8               8 
FSN-7              11 
FSN-6               9 
FSN-5              12 
FSN-4               9 
FSN-3               9 
FSN-2              13 
FSN-1             N/A 
 
ERR COST FACTORS - NOT APPLICABLE 
 
¶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 AT POST 
 
HOST COUNTRY UNEMPLOYMENT 
 
¶19.  HOST COUNTRY UNEMPLOYMENT IS: 
 
¶A.  VERY LOW  (4% OR LESS) SWITZERLAND UNEMPLOYMENT IS 
3.9% FOR CY 2004. 
¶C.  MODERATE  (6.1% TO 10%) GENEVA UNEMPLOYMENT IS 7.1% 
FOR CY 2004. 
 
¶20.  HOST COUNTRY UNEMPLOYMENT IS HIGH FOR WHAT TYPES OF 
POSITIONS THAT LE STAFF ENCUMBER?  SELECT ALL THAT APPLY. 
 
¶G.  NOT APPLICABLE 
 
SALARY ADVANCE PLAN 
 
¶21.  DOES POST'S LOCAL COMPENSATION PLAN INCLUDE A SALARY 
ADVANCE PLAN (AKA SALARY PREPAYMENT PLAN)? 
 
¶B.  NO 
 
LOCAL LEAVE PLAN 
 
¶22.  DOES POST'S LOCAL COMPENSATION PLAN INCLUDE A LOCAL 
LEAVE PLAN? 
¶A.  YES 
 
REDUCTION IN FORCE PLAN 
 
¶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 - 1996 (HANDBOOK) 
 
LE STAFF HANDBOOK 
¶25.  IN WHAT YEAR WAS THE LE STAFF HANDBOOK (OR FSN 
HANDBOOK) MOST RECENTLY REVISED AND ISSUED TO COVERED 
PERSONNEL? 
 
¶G.  EARLIER THAN 2000 - 1996 (IN THE PROCESS OF BEING 
UPDATED) 
 
PAY CAP ON ANNUAL BASIC SALARY 
 
¶26.  HOW MANY LE STAFF HAVE BEEN AFFECTED IN THE LAST 
YEAR BY THE 3 FAM 7332 PAY CAP ON ANNUAL BASIC SALARY? 
SEVEN 
 
LOWEST WAGE 
 
¶27. WHAT IS THE GRADE OF THE INDIVIDUAL ENCUMBERING THE 
POSITION WITH THE LOWEST GRADE ON THE FULL TIME WORKWEEK 
SALARY SCHEDULE? 
 
¶B.  FSN-2 
 
¶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). SWISS FRANCS: 71,421 
 
MEDICAL BENEFITS 
 
¶29.  HOW ARE MEDICAL BENEFITS PROVIDED TO LE STAFF? 
SELECT ALL THAT APPLY, REGARDLESS OF THE LEVEL OF 
BENEFITS. 
 
¶C.  POST HAS A PRIVATE MEDICAL PLAN THAT DIRECTLY 
REIMBURSES EMPLOYEES FOR COVERED EXPENSES (SEE ITEM G 
BELOW) 
¶G.  OTHER - POST REIMBURSES EMPLOYEES 50% OF PREMIUM 
COSTS FOR PRIVATE INSURANCE POLICY FOR EMPLOYEE AND THEIR 
DEPENDENTS. 
 
¶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. 
 
¶E.  NONE OF THE ABOVE 
¶F.  OTHER - UPON RETIREMENT EMPLOYEES HAVE TO PAY 100% OF 
MEDICAL PREMIUM COST, WHICH IS EXTEMELY EXPENSIVE. 
EMPLOYEES HAVE TO BE COVERED FOR MEDICAL EXPENSES AND 
HOSPITALIZATION (SEMI-PRIVATE HOSPITALIZATION IS WHAT 
EMPLOYEES HAVE DURING EMPLOYEMENT, BUT THIS IS THE VERY 
EXPENSIVE AFTER THE AGE OF 60). 
 
¶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: 
 
¶A.  INADEQUATE 
 
¶33.  IF THE ANSWER TO QUESTION 32 IS "INADEQUATE," WHAT 
IS THE REASON?  SELECT ALL THAT APPLY. 
 
¶A.  POST IS NOT KEEPING UP WITH PREVAILING PRACTICE AND 
NEEDS TO CONDUCT A MEDICAL BENEFITS SURVEY TO UPDATE 
POST'S PLAN.  (RETIRED MISSION EMPLOYEES OFTEN CANNOT 
AFFORD HEALTH INSURANCE PREMIUMS IN SWITZERLAND.  A 
SURVEY OF BENEFITS NEEDS TO BE CONDUCTED SOON.  THE LAST 
SUCH SURVEY WAS DONE IN 1995). 
CAJE IMPLEMENTATION COSTS 
¶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 AND BUREAU BUDGETED APPROPRIATELY FOR 
ANTICIPATED UPGRADE COSTS AND RECEIVED MOST OR ALL OF THE 
NECESSARY FUNDING. 
FSN WORLDWIDE CONFERENCES 
¶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) 
 
¶E.  OTHER - REPORTS AND MATERIALS RECEIVED AT END OF 
CONFERENCE WERE SHARED WITH ALL LE STAFF VIA E-MAIL. 
 
¶38.  WHAT CHANGES HAVE TAKEN PLACE AS A RESULT OF 
ATTENDANCE AT THE FSN WORLDWIDE CONFERENCES?  (SELECT ALL 
THAT APPLY) 
 
¶D.  MORE TRAINING FOR LE STAFF HAS BEEN APPROVED 
¶E.  LE STAFF COMMITTEE/ASSOCIATION MORE ACTIVE 
 
VIEWPOINTS AND OPINIONS 
 
¶39.  DO LE STAFF FREQUENTLY APPROACH MISSION MANAGEMENT 
OR AGENCY HEADS TO EXPRESS CONCERN ABOUT THE LCP? 
 
¶A.  YES 
MOLEY 
 
¶40.  IF THE ANSWER TO QUESTION 39 IS YES, WHAT IS THE 
MOST COMMONLY EXPRESSED CONCERN?  SELECT ONE. 
 
¶D.  RETIREMENT BENEFITS INADEQUATE 
 
¶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 
 
CERTIFICATION FROM MANAGEMENT OFFICER 
 
¶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: STANTON R. BIGELOW 
TITLE:MANAGEMENT COUNSELOR 
 
¶44.  NAME AND TITLE OF ICASS COUNCIL CHAIRPERSON 
NAME: PIPER CAMPBELL 
TITLE: REFUGEE AND MIGRATION COUNSELOR 
MOLEY