Management directive 715 broad based deficiencies and recommended actions
Download
1 / 30

Management Directive 715 Broad Based Deficiencies and Recommended Actions - PowerPoint PPT Presentation


  • 65 Views
  • Uploaded on

This template is for your use to create your bureau State of the Agency briefing. This template is not all inclusive and can be altered/tailored to your bureau specific needs. Delete this box when editing. (Bureau Name).

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Management Directive 715 Broad Based Deficiencies and Recommended Actions' - tyanne


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
Management directive 715 broad based deficiencies and recommended actions

This template is for your use to create your bureau State of the Agency briefing. This template is not all inclusive and can be altered/tailored to your bureau specific needs. Delete this box when editing

(Bureau Name)

Management Directive 715 Broad Based Deficiencies and Recommended Actions


General workforce demographics

General Workforce Demographics the Agency briefing. This template is not all inclusive and can be altered/tailored to your bureau specific needs.


Bureau name workforce demographic data fy 20xx
(Bureau Name) Workforce Demographic the Agency briefing. This template is not all inclusive and can be altered/tailored to your bureau specific needs. Data FY 20XX

M/T: Total Males F/T: Total Females

WM: White Males WF: White Females

BM: Black Males BW: Black Females

HM: Hispanic Males HF: Hispanic Females

AM: Asian Males AF: Asian Females

AIM: American Indian Males

AIF: American Indian Females

HPIM: Hawaiian Pacific Islander Males

HPIF: Hawaiian Pacific Islander Females

2+M: Two or More Races Males

2+F: Two or More Races Females

Replace Chart with bureau specific data

* Civilian Labor Force (CLF): Data derived from the decennial census reflecting persons, 16 years of age or older who were employed or seeking employment, excluding those in the Armed Services. CLF data used is based on the 2000 Census.


Bureau name workforce comparison to the federal workforce and clf
(Bureau Name) Workforce Comparison to the Federal Workforce and CLF

Replace Chart with bureau specific data

Boxes shaded in yellow indicate representation rates below the CLF.


Trigger or deficiency example potential glass ceiling for females and minorities

Trigger or Deficiency: and CLFExample: Potential Glass Ceiling for Females and Minorities


(Bureau Name) Participation Rates for Males and CLFand Females in General Schedule Grades(Permanent Employees)

Replace Chart with bureau specific data


(Bureau Name) Participation Rates for Minority Males and Females in General Schedules(Permanent Employees)

Replace Chart with bureau specific data


Identified deficiency trigger example potential glass ceiling
Identified Deficiency/Trigger – Example: Females in General SchedulesPotential Glass Ceiling

  • There appears to be a “glass ceiling” for females and minorities at the GS xx-xx pay grades.

  • Unclear at this time if problem is in recruitment of (or) career development.

Replace with bureau specific issues


Identified Deficiency/Trigger – Females in General SchedulesPotential Glass Ceiling

  • Recommendations

    • State your bureau specific recommendations here on how to address the trigger/deficiency.

      • Develop…

      • Provide…

      • Identify…

      • Establish…

Replace with bureau specific issues


Targeted disability participation rates

Targeted Disability Participation Rates Females in General Schedules


Top five agencies in fy 2005 with highest of people with targeted disabilities
Top Five Agencies In FY 2005 with Females in General SchedulesHighest % of People with Targeted Disabilities

Replace Chart with bureau specific data

  • Equal Employment Opportunity Commission Annual Report, 2005

  • During FY 2006 Treasury’s participation rate for employees with Targeted disabilities decreased to 1.76%

  • Federal workforce representation of employees with targeted disabilities was 0.96% in FY 2005


Bureau name permanent workforce disability demographic
(Bureau Name) Permanent Workforce Females in General SchedulesDisability Demographic

Replace Chart with bureau specific data

  • Agencies use the FY 2006 Federal high employment rate(_____%) of people with targeted disabilities as their benchmark.

  • In FY 20__ (Bureau Name) was below the Federal high with an employment rate of ____% with targeted disabilities.

  • (Bureau Name) targeted disability representation rate of permanent and temporary employees

  • decreased by ____% from FY 20__ , which equates to a loss/gain of ____ employees with targeted

  • disabilities.

  • Federal workforce representation of employees with targeted disabilities was ____% in FY 20___

  • Targeted disabilities includes deafness, blindness, missing limbs, partial paralysis,convulsive disorder,

  • mental retardation, mental illness, and distortion of limb/spine.


Identified Deficiency/Trigger – Females in General SchedulesLow Representation –Targeted Disabilities

  • Recommendations

    • State your bureau specific recommendations here on how to address the trigger/deficiency.

      • Develop…

      • Provide…

      • Identify…

      • Establish…

Replace with bureau specific issues


Treasury employee separation rates

Treasury Employee Separation Rates Females in General Schedules


Identified Deficiency/Trigger – Females in General SchedulesEmployee Separation Rates

Triggers/Deficiencies

  • Voluntary separations (____%) for White women are at a rate greater than their overall representation (_____%).

  • Involuntary separations (____%) for Hispanic women are at a rate greater than their overall representation (____%).

  • Voluntarily separations (____%) for men are above their overall representation (____%).

  • Voluntary separations (____%) and Involuntary separations (____%) for Hispanic males are at a rate greater than their overall representation (____%)


Identified Deficiency/Trigger – Females in General SchedulesEmployee Separation Rates

Recommendations:

  • State your bureau specific recommendations here on how to address the trigger/deficiency.

    • Develop…

    • Provide…

    • Identify…

    • Establish…

Replace with bureau specific issues


Alternative dispute resolution adr

Alternative Dispute Resolution (ADR) Females in General Schedules


Adr use in the pre complaint formal complaint process
ADR Use in the Pre-Complaint & Formal Complaint Process Females in General Schedules

Replace Chart with bureau specific data

* ADR offers and participation rates are based on data reported in bureau 462 reports for FY 20___ and FY 20___


Identified Deficiency/Trigger – Females in General SchedulesAlternative Dispute Resolution (ADR)

  • ADR participation rates in the informal process, has increased. However, the majority of the employees are declining ADR.

  • There is a decrease in ADR participation during the formal complaint process.

Replace with bureau specific issues


Identified Deficiency/Trigger – Females in General SchedulesAlternative Dispute Resolution (ADR)

  • Recommendations –

    • State your bureau specific recommendations here on how to address the trigger/deficiency.

      • Develop…

      • Provide…

      • Identify…

      • Establish…

Replace with bureau specific issues


Complaint data

Complaint Data Females in General Schedules


Bureau name formal complaint trends fy 20 through fy 20
(Bureau Name) Formal Complaint Trends Females in General SchedulesFY 20__ through FY 20__

Replace Chart with bureau specific data

  • The number of complaints filed in the Federal Government have decreased by ___% from the number filed from

    the pervious year.

  • (Bureau Name) has noted a decrease of ___% in the number of complaints filed in FY 20__ compared to FY 20__.


Average investigation processing days
Average Investigation Females in General SchedulesProcessing Days

Replace Chart with bureau specific data

Equal Employment Opportunity Commission Annual Report, 20__


Agencies with the highest of timely merit decisions no aj
Agencies With the Highest % of Timely Females in General SchedulesMerit Decisions (No AJ)

Replace Chart with current data

Equal Employment Opportunity Commission Annual Report, 20__

*Defense Commissary Agency


Average merit decisions no aj processing days
Average Merit Decisions (No AJ) Females in General SchedulesProcessing Days

Replace Chart with bureau specific data if applicable

Equal Employment Opportunity Commission Annual Report, 2005


Bases raised in discrimination complaints in fy 20
Bases Raised in Discrimination Complaints in FY 20___ Females in General Schedules

Replace Chart with bureau specific data

NOTE: Multiple bases may be raised in a complaint.


Issues raised in discrimination complaints in fy 20
Issues Raised in Discrimination Complaints in FY 20__ Females in General Schedules

Replace Chart with bureau specific data

Note: “Other” category consists of Retirement (__%), Reinstatement (__%), Duty Hours (___%),Awards (__%), Conversion to Full Time (__%), Appointment/Hire (__%) and Other (__%) complaints. Multiple issues may be raised in a complaint.


Identified Deficiency/Trigger – Females in General SchedulesEfficiencies in Complaint Processing

  • State your bureau specific recommendations here on how to address the trigger/deficiency.

    • Develop…

    • Provide…

    • Identify…

    • Establish…

Replace with bureau specific issues


Eeo hr collaboration

EEO/HR Collaboration Females in General Schedules


Identified Deficiency/Trigger – Females in General SchedulesBureau Collaboration

  • State your bureau specific recommendations here on how to address the trigger/deficiency.

    • Develop…

    • Provide…

    • Identify…

    • Establish…

Replace with bureau specific issues


ad