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Request for the Annual Federal Equal Opportunity Recruitment Program Plan and Hispanic Employment Report

Wednesday, August 31, 2011
MEMORANDUM FOR: 
Directors Of Human Resources And Equal Employment Opportunity
From: 
Veronica E. Villalobos, Director, Office of Diversity and Inclusion
Subject: 
Request for the Annual Federal Equal Opportunity Recruitment Program Plan and Hispanic Employment Report

The U.S. Office of Personnel Management (OPM) must submit the Federal Equal Opportunity Recruitment Program (FEORP) Report to Congress in compliance with Federal statute 5 U.S.C. 7201. Our report to Congress this year may include an evaluation of executive agencies' FEORP plans.  Therefore, OPM is requesting that agencies submit theirupdated FEORP plans and certification. Please use attachment 1 to complete certification.

In accordance with OPM regulations on FEORP, "each agency must have an up-to-date equal opportunity recruitment program plan covering recruitment for positions at various organizational levels and geographic locations within the agency. Such plans must be available for review in appropriate offices of the agency and must be submitted to the Office of Personnel Management upon request." Detailed instructions from the FEORP regulations on developing a FEORP plan can be found at attachment 6.  
 
OPM is also required to send an annual report to the President on Hispanic Employment in the Government, as required by Executive Order 13171 of October 12, 2000. 

In an effort to consolidate reporting requirements that necessitate similar information, we request Federal agencies include relevant Hispanic Employment Report data as part of the FEORP Report.  Federal agencies should specifically address practices and activities the agency has implemented to improve the recruitment, career development, and retention of Hispanics. 

Additionally, regulations governing FEORP require increased coordination between the work conducted under FEORP by Human Resources and agencies' Equal Employment Opportunity Programs.  For this reason, we are requesting copies of your agency's current Management Directive 715 barrier analysis (Part I only) regarding minorities (with special emphasis on Hispanic Employment and representation) and women who are underrepresented in your workforce (major job occupations).  We ask that you also include a discussion of your agency’s applicant flow data as to the status of your efforts to collect this data; the quality of the data; how you intend to improve it, if necessary; and how you have been using this data in your outreach and recruitment efforts, if at all.

As in previous years, we are requesting that agencies submit a narrative report identifying areas where your agency has been most successful in recruiting, hiring, and training a diverse workforce, including minorities and women during FY 2011. The narrative report need not be lengthy, but it should address the areas identified in attachment 2, which can be used to submit this information.

We further request a statistical report summarizing efforts and accomplishments for candidate development.  Please use attachments 3-5 to complete this information.

You are strongly encouraged to coordinate development of your submission with field activities or subordinate organizations within your agency. However, we ask that you consolidate your reports and submit only one agency-wide report through your headquarters office to OPM.

Finally, on August 18, 2011, the President issued an Executive Order 13583 entitled, “Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce.”  This Executive Order establishes the path for a coordinated government-wide effort to improve the diversity and inclusion posture of government agencies.  The FEORP and the renewed focus on Hispanic Employment representation is an integral part of successfully implementing the President’s Executive Order and should be viewed as tools for workforce planning.  

Submit your report no later than Friday, November 25, 2011.  A Checklist for your agency’s submission can be found at attachment 7. 

Please submit your FY 2011 FEORP Plan and Accomplishment Report by clicking the “Submit 2011 FEORP and Hispanic Employment Reports” button athttps://max.omb.gov/community/x/0o60IQ.  Submissions may be uploaded no earlier than October 1, 2011, but no later than November 25, 2011.  For information on creating a MAX account, please see attachment 8. 

Due to the nature of this requirement coupled with the schedule for development and submission to Congress, requests for extensions cannot be considered. Please plan your actions around this requirement accordingly.

If you have questions regarding the FEORP or Hispanic Employment Report, please contact Edgar Gonzalez at (202) 606-2984 or at edgar.gonzalez@opm.gov


ATTACHMENT 1

ANNUAL FEDERAL EQUAL OPPORTUNITY RECRUITMENT PROGRAM (FEORP)

PLAN CERTIFICATION – FISCAL YEAR 2011

Please type clearly and return this sheet with your FEORP Report.

A.        Name and Address of Agency:

B.         Name and Title of Designated FEORP Official (include address, if different from above, email address, telephone and fax numbers):

C.         Name and Title of Contact Person (include address, if different from above, email address, telephone and fax numbers):       

CERTIFICATION

I certify the above agency: (1) has a current Federal Equal Opportunity Recruitment Program (FEORP) plan and the program is being implemented as required by Public Law 95-454 and subsequent regulations and guidance issued by the U.S. Office of Personnel Management; (2) all field offices or installations with fewer than 500 employees are covered by a FEORP plan; (3) all field offices or installations with 500 or more employees are covered either by this plan or by a local plan; and (4) such plans are available upon request from field offices or installations.

SIGNATURE______________________________                           DATE__________________

 


 

ATTACHMENT 2

Please describe your agency's practices in strategic human capital management and planning that best help improve the recruitment, career development, and retention of a diverse workforce.

You may include outreach strategies, targeted recruitment strategies, partnerships with organizations outside the government, and special activities to increase the number of diverse candidates for entry-, mid-, and senior-level positions.

When describing your agency's human capital management practices in support of the Federal

Equal Opportunity Recruitment Program, please address the following points:

  1. Workforce Planning
  • Analyzing workforce trends and projections, determining skills gaps and needs, and devising succession planning strategies
  • Providing training to managers about practical ways to make a diverse workforce strength for the entire organization. This may include such subjects as the value of understanding differences, identifying an agency's culture and values, and cross cultural communication
  1. Recruitment and Community Outreach
  • Providing information on Federal employment opportunities to students, faculty, educational institutions, school systems and underrepresented communities
  • Developing and maintaining long-term partnerships with academia, professional associations and minority-serving organizations for the purpose of recruiting high quality candidates
  • Using student educational employment programs and internships (e.g., Student Career Experience Program, Student Temporary Employment Program, Federal Career Intern Program) to improve the pipeline of diverse candidates for entry-level positions
  • Using the Presidential Management Fellows (PMF) Program for recruiting and advancing graduate and professional school graduates, including traditionally underrepresented community members
  1. Career Development Opportunities
  • Promoting participation of all employees in management, leadership and career development programs
  • Establishing clear paths for acquiring the competencies, skills, knowledge, and experience that employees need for their continual learning and career development
  1. Mentoring
  • Developing formal or informal mentoring programs

 

ATTACHMENT 3

EXPLANATORY NOTES FOR FEORP TABLES

The notes below explain the information agencies must provide for the attachments.

1.         Formal Agency Career Development Programs: Formal agency career development programs may include long-term training programs, career enhancement programs, career development programs, academic degree programs forshortage occupations, leadership development programs, supervisory development programs, management development programs, Senior Executive Service candidate development programs, and others.

A formal development program typically will have the following characteristics:

 

Announcement

Organization announces developmental program to all qualified groups and individuals.

Recruitment

Candidates are identified through a request for nominations or for applications to the program.

Competitive Selection

Organization screens and selects candidates based on merit system principles using predetermined criteria for program

Training

Training program is finalized for selected participants which includes a formal training experience that may involve developmental assignments (continued service agreements usually required).

Monitoring

Organization monitors participants’ training activities and progress in program against pre-established objectives.

Evaluation

Organization evaluates effectiveness of the formal training provided to individual participants and the effectiveness of the formal development itself in meeting organizational goals.

 

2.         Formal Government Career Development Programs: This includes academic programs (i.e., accredited schools, colleges or universities) used in conjunction with formal development programs. It also includes other formal training programs such as OPM's Management Development Centers and Federal Executive Institute; USDA's Aspiring Leader, New Leader, Executive Leadership Program or Executive Potential Program; and the Congressional Fellows Program.

 


ATTACHMENT 4

 

Table 1 FEORP: PARTICIPANTS IN FORMAL GOVERNMENT-WIDE CAREER DEVELOPMENT PROGRAMS *

 

Race/National Origin & Gender

GS 1 - 4 Number

GS 1 - 4 Percent

GS 5 - 8 Number

GS 5 - 8 Percent

GS 9 - 12 Number

GS 9 - 12 Percent

GS 13 - 15 Number

GS 13 - 15 Percent

Senior Pay Number

Senior Pay Percent

Overall Total

 

 

 

 

 

 

 

 

 

 

Total Men

 

 

 

 

 

 

 

 

 

 

Total Women

 

 

 

 

 

 

 

 

 

 

Total Blacks

 

 

 

 

 

 

 

 

 

 

Black Men

 

 

 

 

 

 

 

 

 

 

Black Women

 

 

 

 

 

 

 

 

 

 

Total Hispanics

 

 

 

 

 

 

 

 

 

 

Hispanic Men

 

 

 

 

 

 

 

 

 

 

Hispanic Women

 

 

 

 

 

 

 

 

 

 

Total Asian/Pacific Islanders

 

 

 

 

 

 

 

 

 

 

Asian/Pacific Islander Men

 

 

 

 

 

 

 

 

 

 

Asian/Pacific Islander Women

 

 

 

 

 

 

 

 

 

 

Total Native Americans

 

 

 

 

 

 

 

 

 

 

Native American Men

 

 

 

 

 

 

 

 

 

 

Native American Women

 

 

 

 

 

 

 

 

 

 

*See Explanatory Note

 


 

ATTACHMENT 5

Table 2 FEORP: PARTICIPANTS IN FORMAL AGENCY CAREER DEVELOPMENT PROGRAMS *

 

Race/National Origin & Gender

GS 1 - 4 Number

GS 1 - 4 Percent

GS 5 - 8 Number

GS 5 - 8 Percent

GS 9 - 12 Number

GS 9 - 12 Percent

GS 13 - 15 Number

GS 13 - 15 Percent

Senior Pay Number

Senior Pay Percent

Overall Total

 

 

 

 

 

 

 

 

 

 

Total Men

 

 

 

 

 

 

 

 

 

 

Total Women

 

 

 

 

 

 

 

 

 

 

Total Blacks

 

 

 

 

 

 

 

 

 

 

Black Men

 

 

 

 

 

 

 

 

 

 

Black Women

 

 

 

 

 

 

 

 

 

 

Total Hispanics

 

 

 

 

 

 

 

 

 

 

Hispanic Men

 

 

 

 

 

 

 

 

 

 

Hispanic Women

 

 

 

 

 

 

 

 

 

 

Total Asian/Pacific Islanders

 

 

 

 

 

 

 

 

 

 

Asian/Pacific Islander Men

 

 

 

 

 

 

 

 

 

 

Asian/Pacific Islander Women

 

 

 

 

 

 

 

 

 

 

Total Native Americans

 

 

 

 

 

 

 

 

 

 

Native American Men

 

 

 

 

 

 

 

 

 

 

Native American Women

 

 

 

 

 

 

 

 

 

 

*See Explanatory Note

 


 

ATTACHMENT 6

 

OPM Requirements/Guidance on Executive Agencies’ Federal Equal Employment

Opportunity Recruitment Program Plans

§ 720.205   Agency plans.

(a) Each agency must have an up-to-date equal opportunity recruitment program plan covering recruitment for positions at various organizational levels and geographic locations within the agency. Such plans must be available for review in appropriate offices of the agency and must be submitted to the Office of Personnel Management on request. In accordance with agreement reached between the Office and the Equal Employment Opportunity Commission, such plans must be incorporated in the agency's equal employment opportunity plans required under section 717 of the Civil Rights Act of 1964, as amended, pursuant to regulations and instructions of the Commission, provided they are separable parts of those plans for purposes of review by and submission to the Office of Personnel Management. Agency organizational and geographical components which are required to develop and submit Equal Employment Opportunity plans, under instructions issued by the Equal Employment Opportunity Commission, must also have up-to-date special recruitment program plans. On a determination by the Office of Personnel Management, in consultation with EEOC, that additional component plans are needed to implement an agency's program effectively, the Office will instruct the agency to develop additional plans. Agencies must comply with such instructions.

(b) Agency plans must include annual specific determinations of underrepresentation for each group and must be accompanied by quantifiable indices by which progress toward eliminating underrepresentation can be measured.

(c) Where an agency or agency component is located in a geographical area where the percentage of underrepresented groups in the area civilian labor force is higher than their percentage in the national labor force, the agency or component must base its plans on the higher level of representation in the relevant civilian labor force.

(d) Where an agency or agency component is located in a geographical area where participation of a particular underrepresented group is significantly lower than its participation in the national labor force, the agency or component may, in consultation with the Office of Personnel Management, use the lower percentage in determining underrepresentation. An agency may not use a figure lower than the relevant regional or nationwide labor force percentage where recruitment on a regional or nationwide basis is feasible for particular categories of employment. Factors such as size of the agency or unit, nature of jobs and their wage or pay scale may be considered in focusing recruitment for various job categories.

(e) In addition to the underrepresentation determinations described in paragraphs (b), (c) and (d) of this section, agency plans must, at a minimum, include:

(1) An assessment of grades or job categories and numbers of jobs in such categories expected to be filled in the current year, and on a longer term basis (based on anticipated turnover, expansion, hiring limits and other relevant factors) identification of those occupational categories and positions suitable for external recruitment, and description of special targeted recruitment programs for such jobs and positions;

(2) A similar assessment for job categories and positions likely to be filled by recruitment from within the agency and/or the Federal civil service system and a description of recruitment programs developed to increase minority and female candidates from internal sources for such positions;

(3) A further assessment of internal availability of candidates from underrepresentated groups for higher job progressions by identifying job-related skills, knowledge and abilities which may be obtained at lower levels in the same or similar occupational series, or through other experience;

(4) A description of methods the agency intends to use to locate and develop minority and female candidates for each category of underrepresentation and an indication of how such methods differ from and expand upon the recruitment activities of the agency prior to establishment of the special recruitment program or the last revision to the agency's plans;

(5) A description of specific, special efforts planned by the agency (or agency component) to recruit in communities, educational institutions, and other likely sources of qualified minority and female candidates;

(6) A description of efforts which will be undertaken by the agency to identify jobs which can be redesigned so as to improve opportunities for minorities and women, including jobs requiring bilingual or bicultural capabilities or not requiring English fluency.

(7) A list of priorities for special recruitment program activities based on agency identification of:

(i) Immediate and longer range job openings for each occupational/grade-level grouping for which underrepresentation has been determined;

(ii) Hiring authorities which may be used to fill such jobs;

(iii) The possible impact of its actions on underrepresentation.

(8) Identification of training and job development programs the agency will use to provide skills, knowledge and abilities to qualify increased numbers of minorities and women for occupational series and grade levels where they are significantly underrepresented.

(9) Identification of problems for which the assistance of the Office of Personnel Management is needed and will be requested.

(f) Equal opportunity recruitment program plans must be consistent with agency Upward Mobility program plans and should be developed with full consideration of the agency's overall recruiting and staffing planning objectives.

(g) All plans required under this subpart must be developed not later than October 1, 1979.

[44 FR 22031, Apr. 13, 1979, as amended at 44 FR 33046, June 8, 1979]

 


 

ATTACHMENT 7

2011 FEORP AND HISPANIC EMPLOYMENT REPORTS CHECKLIST

Please submit the following information by clicking the “Submit 2011 FEORP and Hispanic Employment Reports” button athttps://max.omb.gov/community/x/0o60IQ.

Updated FEORP plans.

Narrative report identifying areas where your agency has been most successful in recruiting, hiring, and training a diverse workforce, including minorities and women during FY 2011. See attachment 2.

Relevant Hispanic Employment Report data as part of the FEORP Report.  (Federal agencies should specifically address practices and activities the agency has implemented to improve the recruitment, career development, and retention of Hispanics.)

Agency's current Management Directive 715 barrier analysis (Part I only) regarding minorities (with special emphasis on Hispanic Employment and representation) and women who are underrepresented in your workforce (major job occupations). 

Discussion of your agency’s applicant flow data as to: 1) the status of your efforts to collect this data; 2) the quality of the data; 3) how you intend to improve it, if necessary; and 4) how you have been using this data in your outreach and recruitment efforts, if at all.

Statistical report summarizing efforts and accomplishments for candidate development.  See attachments 3-5.

 


ATTACHMENT 8

MAX ACCOUNT CREATION

To register for a MAX Account:

Step 1: Go to the MAX Homepage – www.max.gov (or just type in max.gov, for short).

Step 2: Click the link at the top that says ‘Register Here’ - https://max.omb.gov/maxportal/registrationForm.action.

Step 3: Fill out the short registration form.

Step 4: Once the registration is complete, log into the MAX Homepage, and then go to the MAX Federal Community at https://max.omb.gov/community/x/NwBnAQ.

Step 5: Inside the Community, go to the OPM Office of Diversity and Inclusion page at https://max.omb.gov/community/x/0o60IQ.

Step 6: Scroll down and select the “Submit 2011 FEORP and Hispanic Employment Reports” button.

If you have questions, please contact Jesse Frank at Jesse.Frank@opm.gov or at 202-606-0040.