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Part III • Management Goals and Results for FY 1999 NSF’s management goals address the Foundation’s administrative, operations, and policy issues. In the GPRA Strategic Plan, the Foundation articulates four critical factors in managing for excellence that provide the framework for the annual performance goals for management. These are: (1) operating a viable, credible merit review system; (2) exemplary use of and broad access to new and emerging technologies; (3) a diverse, capable, motivated staff that operates with integrity; and (4) implementation of mandated performance assessment and management reforms in line with agency needs. NSF’s five management goals for FY 1999 address a diverse set of issues that deal with how we do business – FastLane and the Project Reporting System; staff diversity; staff training; and Y2K compliance. Of NSF’s five management goals, three were fully achieved.
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Summary
of Results: FY 1999 Management Goals |
Goals
Achieved: Goals Not Achieved: |
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Management Goal 1 – FastLane Proposals |
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NSF will receive and process at least 25% of full proposal submissions electronically through FastLane. |
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Management Goal 2 – Staff Diversity |
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In FY 1999, as all appointments for scientists and engineers are considered, the recruiting organization will demonstrate efforts to attract applications from groups that are underrepresented in the science and engineering staff as compared to their representation among Ph.D. holders in their fields. |
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Results: This goal was achieved. NSF is committed to diversifying its staff of scientists and engineers both in permanent positions and in the important rotating positions. In order to ensure that the United States maintains its world leadership role in science and technology, the nation must maintain in the present, as well as ensure for the future, a premiere cadre of scientists, mathematicians and engineers by tapping into all sectors of society. In FY 1999, NSF hired a total of 61 scientists and engineers. A wide variety of strategies were utilized to increase the diversity of the applicant pool. This included participation in job fairs targeted to underrepresented groups, mailing vacancy announcements to publications and institutions predominately serving underrepresented groups, and direct networking on the part of NSF staff. NSF developed a system for collecting information on applicant diversity through the use of a voluntary background survey of applicants as a way to measure this goal. The low rate of return and the voluntary nature of this effort resulted in data that was of little value to the agency. NSF management is currently working to develop more useful performance indicators for the coming year. |
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Management Goal 3 – FastLane Training |
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By the end of FY 1999, all staff will receive an orientation to FastLane, and at least 95% of program and program support staff will receive practice in using its key modules. |
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Management Goal 4 – Year 2000 Compliance |
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NSF will complete all activities needed to address the Year 2000 problem for its information systems according to plan, on schedule and within budget, during FY 1999. |
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Results: This goal was achieved ahead of schedule. Among the activities undertaken in preparation for Y2K were: (1) Having an independent contractor perform an independent validation and verification of application programs. This activity was completed during Spring 1999. (2) Having an independent contractor provide an evaluation of each line of code for potential Year 2000 problems. All Division of Information System application codes were run through this software and identified problems were corrected. A minor correction was made at the beginning of FY 2000 in October, 1999. In January, 2000 all systems operated smoothly. |
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Management Goal 5 – Project Reporting |
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During FY 1999, at least 70% of all project reports will be submitted through the new Project Reporting System. |
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