FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
(Employment Services continued)
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STAFFING AND EXAMINING
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| ES Goal 13: FY 1999/2000 |
Information and strategies (including a model target recruitment plan) are available to agencies to increase the levels of underrepresented groups in key Federal occupations and at key grade levels by 2 percent over FY 1999 levels where necessary to be equivalent to their percentages in the relevant external labor market. |
The results of the first annual OPM Customer Satisfaction Survey (see Indicators and Performance Results below) indicate that OPM needs to take additional steps to assist agencies in their efforts to create a diverse Federal workforce. In FY 1999, ES will meet with agency representatives to identify actions both OPM and agencies can take to meet this goal; the new and continuing initiatives described below will likely be included.
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Work cooperatively with veterans’ groups such as the Disabled American Veterans, The American Legion, Veterans of Foreign Wars, AMVETS and minority groups such as the Hispanic Association of Colleges and Universities (HACU), Historically Black Colleges and Universities (HBCU), Federal Asian Pacific American Council (FAPAC), Federally Employed Women (FEW), Blacks in Government (BIG), National IMAGE, Inc., the American Indian Higher Education Consortium; and other relevant groups such as the Equal Employment Opportunity Commission, and the President’s Committee on Employment of People with Disabilities to develop strategies for encouraging applications from minority applicants | |||||
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Promote awareness of USAJOBS, the Governmentwide automated employment information system, to the groups identified above. | ||||||
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Target recruitment for special entry/intern programs to Historically Black Colleges and Universities, the Hispanic Association of Colleges and Universities, and other sources of high-quality candidates from groups that are underrepresented in Federal employment. | ||||||
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Place Federal job information Touchscreen computer kiosks at selected HACU's and HBCU's and other targeted educational institutions in order to increase the diversity of Federal job applicant pools. | ||||||
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Develop special section on OPM Website to communicate information regarding diversity and minority issues. | ||||||
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Develop and issue specific guidance on recruitment strategies for diversity and minority groups who are underrepresented in Federal occupations. | ||||||
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Explore, develop, and implement programs, tools, techniques, and policies which assist agencies in downsizing and restructuring with methods which do not adversely impact diversity; create new methods to avoid involuntary separations which typically have a more disparate impact on women and minorities. | ||||||
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Create a model target recruitment plan that incorporates effective methods to assist agencies in their recruitment efforts. | ||||||
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Provide agencies with clear, easy-to-understand, and timely diversity data and other information to support their own assessment of policy goals and objectives. | ||||||
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Support special initiatives that could have an impact on increased hiring of a diverse workforce, e.g. Welfare to Work. | ||||||
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Maintain staff expertise in order to provide advice and assistance to agencies in their own efforts to increase diversity. | ||||||
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Evaluate comparative data to determine if
minority hiring and retention has resulted in a 2% increase in numbers in key occupations
and at key grade levels where underrepresentation in the relevant labor market was shown
in FY 1999. ES has identified occupations across Government that we know are underrepresented. We are working with agencies that have a high percentage of underrepresentation in those occupations to develop strategies to address the shortfalls on a more detailed level. In addition, ES staff will continue to foster efforts to ensure that all agencies focus greater attention on diversity issues. For example, we will focus additional efforts on the Interagency Working Group on Race and Ethnicity which is reinventing the way the Federal Government collects race and national origin information. Issues raised include the adoption of a multi-racial category and the ability to make comparisons between the newly proposed categories and the current categories. |
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Specific guidance is issued to assist agencies. In FY 1998, OPM issued a strengthened nine-point plan to increase Hispanic employment, an initiative for improving Black representation at higher grade levels, and targeted recruitment guidance for women and for persons with disabilities. OPM also conducted extensive seminars and workshops on diversity and co-hosted a national summit of Federal Hispanic senior executives to develop strategies for increasing their numbers. |
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Model recruitment plan issued and agencies are satisfied with its usefulness, as measured by customer satisfaction results on the annual OPM Customer Satisfaction Survey. Because this is a new FY 1999/2000 initiative, there were no data to report from the baseline FY 1998 survey. | ||||||
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Special initiatives lead to qualitative and
quantitative results. The ES partnered with the Social Security Administration to establish Project Able to assist workers with disabilities in reentering the workforce. In FY 1998, the number of employer inquiries soared from an average of 32 per month to over 200 per month. ES also undertook a variety of activities to support the Welfare to Work initiative. To facilitate recruitment, ES implemented a Worker-Trainee job search on USAJOBS, and developed a one-page template to simplify the application process. ES Service Centers worked to support and motivate agencies nationwide through the Federal Executive Boards and Associations, Federal Personnel Councils, and other Federal community groups. ES also sponsored special sessions of the Clerical and Administrative Support examination for individuals participating in job training and placement programs. ES staff were recognized with a Hammer Award for their efforts in making this program a success. |
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Touchscreens are placed in HACU’s and
HBCU’s. In FY 1998, ES collaborated with the Department of the Interior and the Department of the Treasury to place Federal Employment Information Touchscreen Kiosks at Hispanic-serving institutions and Historically Black Colleges and Universities. There are currently 33 institutions that have received a Federal Employment Touchscreen Kiosks through similar partnership agreements. |
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Evaluate satisfaction with assistance through a qualitative analysis of direct feedback from external stakeholders, including feedback posted on the OPM Web site. | ||||||
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An increase in the level of agency HR
Specialists satisfaction with information sharing and technical assistance as measured by
informal feedback and by a 2% increase over FY 1999 levels in the percentage of favorable
ratings (or maintenance at 90% or higher) on the annual OPM Customer Satisfaction Survey. The HR Specialists’ baseline satisfaction levels with this component of the ES program as measured by the FY 1998 survey was as follows:
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Satisfaction levels at 80% or higher as measured
by HR Specialists’ ratings on specific guidance materials issued in FY 2000, as
measured by the annual OPM Customer Satisfaction Survey. The HR Specialists’ baseline satisfaction levels with guidance materials issued in FY 1998 were as follows: |
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Evaluate the results of the annual Merit System
Principles Questionnaire to determine if there has been at least a 2% improvement in
perception of equity and merit base of agency staffing decisions over the FY 1999 results.
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Evaluate the results of the annual Merit System Principles Questionnaire to determine if there has been at least a 2% improvement in perception of equity and merit base of agency staffing decisions over the FY 1999 results. | ||||||
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Web Page Created 14 May 1999