Fair and equitable treatment a progress report
This presentation is the property of its rightful owner.
Sponsored Links
1 / 32

Fair and Equitable Treatment: A Progress Report PowerPoint PPT Presentation


  • 92 Views
  • Uploaded on
  • Presentation posted in: General

Fair and Equitable Treatment: A Progress Report. John Crum, Ph.D., Deputy Director Cynthia Ferentinos, Ph.D., Senior Research Psychologist Office of Policy and Evaluation U.S. Merit Systems Protection Board Blacks in Government 29 th Annual National Training Conference August 15, 2007.

Download Presentation

Fair and Equitable Treatment: A Progress Report

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Fair and equitable treatment a progress report

Fair and Equitable Treatment: A Progress Report

John Crum, Ph.D., Deputy Director

Cynthia Ferentinos, Ph.D., Senior Research Psychologist

Office of Policy and Evaluation

U.S. Merit Systems Protection Board

Blacks in Government

29th Annual National Training Conference

August 15, 2007


Our purpose today

Our Purpose Today

  • Share initial findings of our research.

  • Facilitate a discussion around the current state of the Federal workforce in terms of diversity and fair and equitable treatment.


Past research

Past Research


Current research

Current Research

  • Methodology

    - Literature review

    - Workforce data

    - Survey data

    - Discussion groups

    - Interviews


Context

Context

  • Overall, Blacks are employed in the Federal workforce at a higher rate than the Civilian Labor Force (CLF).

  • However, Blacks are not proportionately represented at all pay levels.

  • Black employees responding to the Merit Principles Survey since 1992 have noted a significant drop in racial discrimination, but still report more discrimination than some other groups.


Representation of minorities in the federal government

Representation of Minorities in the Federal Government

Source: OPM’s 2006 FEORP Report


Representation of black federal employees

Representation of Black Federal Employees


Representation of blacks by occupational category

Representation of Blacks by Occupational Category


Possible explanations for the high representation of blacks in the federal government

Possible Explanations for the High Representation of Blacks in the Federal Government

  • Federal jobs are often located in urban settings

  • Occupational distribution

  • Federal Government viewed as a good employer

    • Training/career opportunities

    • Merit principles = fair treatment


Assessment issues

Assessment Issues

  • Entry level hiring

  • Mid level hiring

  • Senior level hiring

  • Occupation-specific issues


Pay issues

Pay Issues

  • Distribution of Black employees by pay grade

  • Comparison of salaries by occupation

  • Impact of pay for performance


Distribution of employees by rno and pay level

Distribution of Employees by RNO and Pay Level


Possible reasons for pay differences

Possible Reasons for Pay Differences

  • Occupational distribution

  • Education

  • Discrimination


Educational attainment

Educational Attainment


Retention issues

Retention Issues

  • Turnover rate: 2.6% (quits) very similar to the overall average of 2.3%


Perceptions of blacks

Perceptions of Blacks

  • Results from MSPB’s Merit Principles Survey from 1989 through 2005.

  • Mixed reactions from Black employees.


Mps respondents report decreasing rates of racial discrimination

MPS Respondents: Report decreasing rates of racial discrimination.


In the past 2 years have you been treated fairly regarding advancement

In the past 2 years, have you been treated fairly regarding advancement?


In the past 2 years have you been treated fairly regarding awards

In the past 2 years, have you been treated fairly regarding awards?


In the past 2 years have you been treated fairly regarding training

In the past 2 years, have you been treated fairly regarding training?


In the past 2 years have you been treated fairly regarding performance appraisals

In the past 2 years, have you been treated fairly regarding performance appraisals?


In the past 2 years have you been treated fairly regarding job assignments

In the past 2 years, have you been treated fairly regarding job assignments?


In the past 2 years have you been treated fairly regarding discipline

In the past 2 years, have you been treated fairly regarding discipline?


In the past 2 years have you been treated fairly regarding pay

In the past 2 years, have you been treated fairly regarding pay?


Do perceptions match reality

Do Perceptions Match Reality?

  • Next steps:

    • Further workforce and compensation analyses, including examining promotion rates.

    • Follow up survey to compare perceptions over time on specific issues related to fair treatment.


How do we get to parity

How Do We Get to Parity?

  • Analyze results of hiring methods for impact on representation, with attention to grade level.

  • Be prepared to take advantage of upcoming opportunities through retirements.

  • Pay attention to pipeline and keep diversity in mind during succession planning.


Future opportunities for change

Future opportunities for change

  • Government-wide solutions

  • Agency-specific approaches

  • Individual strategies


What can the federal government do

What Can the Federal Government Do?

  • Improved assessment methods

  • Consider the impact of various hiring authorities

  • Set appropriate expectations for representation


What can agencies do

What Can Agencies Do?

  • Monitor representation of demographic groups and act appropriately.

  • Hold managers accountable for their decisions.

  • Use assessment methods that fairly evaluate qualifications and/or potential for advancement.

  • Provide equal opportunity for career-enhancing experiences


What can you do

What Can You Do?

  • Pursue education, training, developmental opportunities, etc.

  • Gain valuable experience.

  • Seek job opportunities/agencies that are aligned with your goals.


Questions or comments

Questions or comments?


For more information

For more information


  • Login