The indicator measures the extent to which OIG investigations result in credible information for prosecutors or Department management to consider remedies related to the investigations. It is computed by dividing the number of investigative cases completed in the fiscal year that were referred for criminal, civil, or administrative action, or where allegations were unfounded by the total number of investigative cases that were completed. Investigative cases are case files opened to investigate an alleged violation of a federal criminal or civil statute or regulation/policy. Referred for criminal, civil, or administrative action means that the investigation developed enough evidence of a violation and was taken to a criminal or civil prosecutor (typically an Assistant United States Attorney) for prosecutorial consideration or referred to Department management for consideration of administrative action. This data is maintained in OIG's Case Management System.

All bureaus (13/13) conduct an analysis that provides information regarding the current workforce mission critical occupations, demographic of the workforce, high risk positions, retirement eligibility, turnover, and various workforce management issues such as recruitment and retention for the development of key performance indicators to track strategic goals.

This indicator represents the average of all indicators reported Department-wide. The results of this indicator lag one year after the results of all the indicators within the Department. This metric is calculated based on actuals for all public performance indicators.

Complete and effective customer feedback loops will be identified for the Department’s 20 highest volume externally facing processes. Process owners must demonstrate how customer feedback is used to inform operational improvements and decisions before the loop will be counted as complete.

This KPI looks into the Patents service level on customers that indicated the patents employees they interacted with were helpful. This is in line with OMB A-11 Sec. 280 HISP requirements.

All GS 11 and above (or equivalent) employees listed as having a targeted disability as identified in Form SF256 AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

% of employees completing training and development programs or courses in the area of career management/development.

This indicator's milestones/targets will complete the development of an OMAO DEI Implementation Plan as a critical step in establishing DEI awareness and activities within the entire OMAO organization. OMAO established its DEI Advisory Council, chaired by the OMAO DAA for Programs and Administration, comprising twelve (12) individuals across OMAO’s centers and divisions. All members are currently enrolled in the e-Cornell Diversity, Equity, and Inclusion certification program and are on track to complete their certifications. The DEI Implementation Plan will be monitored and updated to ensure OMAO leadership can identify successes, target areas for improvement and adjust the Plan's contents to better scope and emphasize it's direction.

The American Community Survey (ACS) includes the release of detailed social, economic, and housing data. The ACS replaced the Decennial Census’ long form in 2005. People increasingly depend on the most current Census Bureau population and income data to made decision on business locations and investments in real estate. Communities rely on this data to measure the demand for housing, predict future needs, and identify trends.