Percent of all non-transfer new hires (1XX NOAs except 130, 132, 145, 147) that were veterans (B, P, V vet status codes)

Average # of calendar days to hire non-SES/SL/ST positions via USAJobs (from the time a recruitment request package is received to the official final job offer and acceptance).

Proposed new indicator for FY 2022. Measure is under development.

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.

All GS 1-10 (or equivalent) employees listed as having a disability, including those coded (06) who do not identify the disability AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

All GS 11 and above (or equivalent) employees listed as having a disability, including those coded (06) who do not identify the disability AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

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.

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 indicator measures the extent to which OIG prioritizes its audit resources to address the most serious management and performance challenges facing the Department. It is computed by dividing the number of audits and evaluations initiated during the fiscal year that address the issues published each October in OIG's Top Management Challenges report by the total number initiated.

All GS 1-10 (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)