NEXT STEPS

To better meet the objectives of this Administration, OPM will take the following steps: 

1.      Provide guidance to agencies to ensure that they are taking full advantage of existing managerial flexibilities and programs (e.g. bilingual and bicultural programs) in order to recruit and retain Hispanics.  Experience has shown that agencies are insufficiently aware of existing flexibilities designed to facilitate the employment and advancement of individuals in the Federal service. A concerted effort will be undertaken to address this need.

2.      Ensure the development of clear measurement and accountability guidelines designed to address the President's priorities in providing equal opportunities for Hispanics to enter into the Federal workforce.  These guidelines will provide for the incorporation of critical performance elements into the performance plans of managers and supervisors, a means to compare the performance of various components of an agency or department, and other steps designed to ensure a proper degree of accountability.

3.      Convene a series of meetings of agency officials designed to identify and address barriers to effective recruitment and utilization of Hispanics. It is time we clearly identified the reasons behind our Government’s inability to successfully address the problem of Hispanic under representation and resolved them.

4.      Showcase innovative agency outreach, recruitment, hiring, career development, and retention efforts.  Some agencies, such as the Social Security Administration, have done particularly well in the employment of Hispanics by using innovative recruitment approaches.  We will ensure that all agencies have the opportunity to learn of these approaches so that they might be adopted, as appropriate.  

5.      Submit semi-annual statistically based agency progress reports to the President depicting Hispanic employment by occupational category and grade.  These reports will provide comparative data by which agency officials can track their progress and be better able to address specific areas of under representation and workforce planning needs.

CONCLUSION

The President has set a strong example for Federal departments and agencies by recruiting and appointing highly qualified Hispanics to work at the highest levels within this Administration.  By this example, this Administration clearly demonstrates that it expects that Federal career opportunities will be open to all its citizens. 

Although there have been consistent gains in the employment of Hispanics, the Federal workforce is not keeping pace with the civilian labor force (CLF).  The under-representation gap between Hispanics in the Federal workforce and in the CLF is growing, even as we have more Hispanics entering the Nation's workforce. In addition, our statistics indicate that once Hispanics enter the Federal workforce, they do not progress at the same rate as their counterparts.  Hispanics are employed in the lower grades; their average grade level is below the average GS grade for all Federal employees; and their higher educational attainment is not commensurate with their progression to high-level positions.  This situation is more severe in the Senior Executive Service (SES).  The current internal career development programs that ensure a steady flow of SES candidates do not seem to be reaching Hispanic men and women already in the Federal ranks.  Structural barriers that impede this progress must be removed.    

Agency personnel and operations must reflect the commitment of the President to equal opportunity for Hispanics.  Department and agency leadership is essential to the successful accomplishment of this objective. Because Hispanics remain the most severely underrepresented minority group in the Federal workforce, agencies must ensure that their recruitment resources are effectively deployed to take advantage of the full range of opportunities available to recruit Hispanics.  Once on board, agencies must assure that the full range of development and advancement opportunities are available to Hispanic employees. 

As the Director of the Office of Personnel Management, I am personally committed to this effort and to assuring that the steps designed to ensure equal opportunity are successful and that your objective of a workforce that is truly citizen centered and representative of the great diversity of our nation is at long last met.

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