PEOPLE

• Hired Human Resource Officer FY 2005
• Created HR Division and HR Branch FY 2006
• Transition to National Finance Center (NFC) Payroll in conformance of e-gov initiative
  

• Implemented QuickHire to automate the application process for FBI employment
• Modified "critical skills" for Special Agent hiring to reflect new priorities/intelligence mission
• Reserve Service Program

• Established Intelligence Career Service
• Standardized Intelligence Analyst position with 3 work roles; expanded promotion potential in field to GS14
• Established Intelligence Officer Certification
• Intelligence Established 24 critical pay positions for Senior Intelligence Officers
• Special Agent Career Path
• Rotational transfer policy
• Introduced Enhanced Mid-Management Selection System (Leadership Skills Assessment)
• 18 month TDY program

• Replaced the old Training Division with the more expansive Training and Development Division, and created the Office of Training Development (OTD) to focus on developmental training for on-board employees.
• 1,713 Intelligence Analysts trained through ACES; 392 trained through new Cohort Program
• New Agent Training extended from 16 to 18 weeks. Intelligence training increased from 0 to 24 hours; counterterrorism/counterintelligence training was expanded from 54 to 92 hours.
• Created the Virtual Academy, giving FBI personnel access a wide range of training from their desktop.
• 1,500 trained through "Navigating Strategic Change" course; 40 executives trained through "Leading Strategic Change" course at the Kellogg School of Management

• New evaluation criteria for Special Agents focus on intelligence gathering and information sharing
• New five-level performance appraisal system for professional support personnel, replacing our pass-fail system.
• New performance appraisal system for Senior Executive Service ties performance to FBI and DOJ priorities