| Description |
New measure in FY 2008. |
New measure in FY 2008. |
Developed and implemented a Unity Day celebration and various special emphasis initiatives to improve inclusiveness, and respect
for and appreciation of individual differences among employees; improved employee opportunities by notifying them about career
advancement seminars and opportunities offered by affinity groups, and by working with managers to add inclusiveness in crediting
plans and target vacancies toward minority populations; used data audits and other tools to assess effectiveness of diversity
initiatives.
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The delivery of Special Emphasis Observance Programs was enhanced with presentations from noted speakers on Federal workplace
diversity issues such as generational differences and sexual orientation. Awareness and appreciation of diversity in its broadest
context was promoted through these programs and other communications to all employees. Strategies were developed for achieving
diverse applicant pools and for proposing training plans that will assist employees with achieving their best in accomplishing
the agency's mission and assist managers and supervisors with managing a diverse workforce. Training and developmental opportunities
were offered to employees, largely from affinity groups; a new collateral duty Disability Program Coordinator was recruited;
an EEO and Diversity Training Policy was developed; and an expansion of the mission and goals of the Office of EEO to include
a focus on diversity was proposed.
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Update, develop, implement, and evaluate measurement goals or indicators (i.e., EEO policies, hiring and training practices,
reasonable accommodations, climate surveys, exit surveys, special emphasis observance programs, representation turnover, turnover
costs, participation in vendor fairs) for achieving diversity and inclusiveness in the broadest context (including language
proficiency and cultural backgrounds) across all occupations and grade levels.
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We continued to support a diverse workforce by developing a new employee training and development policy, and implementing
a new EEO and Diversity training policy. The delivery of Special Emphasis Observance Programs was enhanced with the annual
Unity Day program and a presentation on “The Business Case for Diversity.” The Office of EEO collaborated with the Training
and Development Subcommittee to develop an enhanced training plan for all employees. The EEO and Diversity Training Policy
was circulated for review and issued. Proposed options for diversity training for managers and supervisors were identified
for testing. The MD-715 report was completed and submitted to EEOC. Recommendations were developed for recruiting and hiring
qualified applicants from underrepresented groups. Agency turnover rates and employee survey results were reviewed to identify
potential barriers to improving representation. We initiated reviews of the agency’s reasonable accommodation policy and complaint
processing procedures.
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Improve representation in the MSPB workforce of at least one group that is below the participation rate as compared to that
in the relevant civilian labor force. Review possible ways to measure knowledge and appreciation of individual differences.
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