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VA Agency Forum at National Image Inc. 42nd Annual Leadership and Diversity National Training Program. Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI) U.S. Department of Veterans Affairs Workforce Data as of August FY 2014. Mission & Vision. Mission. Vision.

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Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI)

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Andy gonzalez eeo specialist office of diversity and inclusion odi

VA Agency Forum at National Image Inc. 42nd Annual Leadership and Diversity National Training Program

Andy Gonzalez,

EEO Specialist, Office of Diversity and Inclusion (ODI)

U.S. Department of Veterans Affairs

Workforce Data as of August FY 2014


Mission vision

Mission & Vision

Mission

Vision

That VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans.

  • To build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries.


Office of diversity inclusion

Office of Diversity & Inclusion

Workforce Analysis Team

Manages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact assessments and prepares ad-hoc analysis and reports.

Outreach and Retention Team

Develops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities.

Georgia Coffey

Deputy Assistant Secretary

Training and Communications Team

Provides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site.


Contact information

Contact Information

Georgia Coffey,

Deputy Assistant Secretary

Phone: (202) 461-4078

E-mail: [email protected]

Andy Gonzalez,

EEO Specialist

Phone: (202) 299-4320

E-mail: [email protected]

David Williams,

Director of Workforce Analysis

Phone: (202) 461-4033

E-mail: [email protected]


Outline

Outline

  • Onboard Participation (CLF/RCLF)

  • Onboard Representation (Race/Ethnicity/Gender and Administration)

  • Onboard Targeted Disabilities

  • Leadership (SES)

  • Outreach Return on Investment

  • Hires / Top 5 Occupations

  • Promotions / Separations

  • Initiatives / Best Practices

  • Role as a Special Emphasis Program Manager

  • Core Understanding


Definition

Definition

The Civilian Labor Force (CLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed or unemployed and seeking employment in all U.S. occupations.  The CLF does not include Puerto Rico or other U.S. territories.

The Relevant Civilian Labor Force (RCLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed in or unemployed and seeking employment in VA specific occupations.  When the organization has a presence in Puerto Rico, the population of Puerto Rico is included.


Onboard compared to civilian labor force clf and relevant civilian labor force rclf

Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF)

CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. FY 2014 total onboard: 345,206


Va hispanic population growth

VA - Hispanic Population Growth


Onboard representation by race ethnicity and administration

Onboard Representation by Race/Ethnicity and Administration

* Red font means less than expected

participation relative to the RCLF.


Onboard individuals with targeted disabilities iwtd

Onboard Individuals with Targeted Disabilities (IWTD)

VA IWTD Onboard: 2.09%


Leadership pipeline representation

Leadership Pipeline Representation

Includes permanent and temporary employees.


Ses representation

SES Representation

Includes permanent and temporary employees.


Outreach return on investment fy 2013 applicant flow data

Outreach Return on Investment(FY 2013 Applicant Flow Data)

Except for White, all groups applied and selected higher than CLF availability. *Based on applicants’ voluntary responses to background survey. In FY 2013, about 50 percent of applicant completed the survey. Data as of September FY 2013.


Fy 2014 hires and top 5 occupations

FY 2014 Hires and Top 5 Occupations

5.35 percent of Hispanic Males hired are IWTDs. 2.24 percent of Hispanic Females hired are IWTDs.


Gs gm promotions title v and title 38 only

GS/GM Promotions(Title V and Title 38 Only)

Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38.


Voluntary separation

Voluntary Separation

Total Voluntary Separation: 24,265

Includes permanent only.


Voluntary separation1

Voluntary Separation

Total Voluntary Separation: 24,265

Total Hispanic Male Separation: 684

Total Hispanic Female Separation: 667

Includes permanent only. Retirement includes mandatory, disability, voluntary, and in lieu of action. Resignation refers to an employee leaving the VA workforce for the private sector or other Federal agencies. Other includes death and separation for military service.


Involuntary separation

Involuntary Separation

Total Involuntary Separation: 2,486

Includes permanent only.


Take away

Take Away

Hispanic males and females had less than expected representation in the total workforce compared to the RCLF and CLF.

Hispanic males and females fall below expected representation for VACO and each administration (VHA, VBA, NCA).

The Nursing (0610) was the most prevalent occupation for Hispanic males and females.

Within the GS/GM pay plans, Hispanic females are falling below expected promotion rates.

White, Hispanic and American Indian males exceeded expected representation in the SES cadre, all other groups fell below their respective expectations.

Hispanic males showed higher than expected representation for involuntary separations.

Hispanic population exceeded the Secretary’s 2 percent onboard goal for IWTD (2.35%).


Odi diversity and inclusion workforce initiatives

ODI Diversity and Inclusion Workforce Initiatives

  • Created the National Diversity Internship Program (NDIP) IDIQ with affinity organizations, including the Hispanic Serving Health Professional Schools (http://www.hshps.org/), to build a pipeline for workforce diversity.

  • Workforce Recruitment Program (WRP): Goal: Increase the representation of individuals with disabilities, especially severe disabilities, in the Federal and private workforce.

  • [email protected] career mapping program to address grade disparities and glass ceilings for all groups, including Hispanics.

  • Implemented cultural competency and unconscious bias training for employees, and mandatory D&I training for all managers.

  • Implemented the new Diversity and Inclusion Indices to gauge workforce diversity and workplace inclusion.

  • Implemented mandatory D&I performance element in SES plans tied to the D&I Strategic Plan.


Odi hispanic workforce best practices

ODI Hispanic Workforce Best Practices

VA D&I Strategic Plan: Guides VA’s efforts to create/maintain a diverse, results-oriented, high-performing workforce; cultivate a flexible and inclusive work environment; facilitate outstanding public service to our Nation’s Veterans; and ensure agency accountability and leadership.

VA Hispanic Employment, Retention and Outreach (HERO) Strategic Plan: Operational framework to promote VA as a model equal opportunity employer for Hispanics.

Student Outreach and Retention (SOAR). Program goal is to establish a pipeline for students/graduates to careers in VA.

HEP: Community outreach; virtual training and career development; outreach marketing; and annual HEPM Training Summits.

National Council of HEP managers on various outreach projects.

Align VA efforts increasing outreach to and retention of Hispanics in VA.


Our role as special emphasis program managers

Our Role as Special Emphasis Program Managers

  • Work with management to identify and address potential barriers to Equal Employment Opportunity such as personnel/employment policies, procedures, and practices that may have an adverse impact on a demographic group(s).

  • Monitor workforce for areas of under-representation or underutilization and recommend changes to managers.

  • Market the program and its educational/developmental opportunities

  • “VA must cultivate an inclusive work culture and create an environment that reflects the diversity of our increasingly global community. We must leverage the diversity of our workforce and empower all of our employees to contribute to VA’s noble mission.”

  • “Inclusion is the means by which we drive employee engagement and empower all of our human resources by enabling their full participation in the mission and protecting their voices. Diversity and inclusion are the cornerstones of a high performing organization.”


Core understanding

Core Understanding


Contact information1

Contact Information

Georgia Coffey,

Deputy Assistant Secretary

Phone: (202) 461-4078

E-mail: [email protected]

Andy Gonzalez,

EEO Specialist

Phone: (202) 299-4320

E-mail: [email protected]

David Williams,

Director of Workforce Analysis

Phone: (202) 461-4033

E-mail: [email protected]


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