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Department of Veterans Affairs Hispanic Employment Program Briefing for the 2 nd Annual HEP Summit By Arlene Gonzalez, National HEP Mgr. June 25, 2012.

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Presentation on theme: "Department of Veterans Affairs Hispanic Employment Program Briefing for the 2 nd Annual HEP Summit By Arlene Gonzalez, National HEP Mgr. June 25, 2012."— Presentation transcript:

1 Department of Veterans Affairs Hispanic Employment Program Briefing for the 2 nd Annual HEP Summit By Arlene Gonzalez, National HEP Mgr. June 25, 2012

2 Office of Diversity & Inclusion Georgia Coffey Deputy Assistant Secretary Workforce Analysis Team Manages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact assessments and prepares ad-hoc reports. Outreach and Retention Team Develops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities. Training and Communications Team Provides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site. 2

3 Hispanics in the VA Workforce Have Increased Less Than 1% Since 1997 Total Number: 21,053 in 2011 National 2010 CLF for Hispanics = 14.8 National 2000 CLF for Hispanics = 10.7 VA 2000 RCLF for Hispanics = 7.44

4 Hispanics in the VA Workforce Total Number: 21,053 As of year end FY11, Hispanics represented 6.68% of the total VA workforce. This rate reflected a decrease of 0.07% from the FY10 rate of Hispanic participation of 6.75 percent.

5 VA-Wide Employment Representation Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF) 5 * Permanent and Temporary * RCLF as of FY2011 Employee Count FY ,654 FY ,322 FY ,116

6 Onboard Representation by Administration VACOVHAVBANCA RCLF Total Onboard during FY11 Participation Rate Total Onboard during FY11 Participation Rate Total Onboard during FY11 Participation Rate Total Onboard during FY11 Participatio n Rate White Male 5, % 66, %6, % % 25.13% White Female 2, % 104, %5, % % 47.87% Black Male 1, % 24, %2, % % 3.13% Black Female 1, % 40, %3, % % 8.13% Hispanic Male % 8, % % % 3.11% Hispanic Female % 10, % %291.69% 4.33% Asian Male % 7, % %372.16% 2.39% Asian Female % 12, % %120.70% 3.22% Native Hawaiian/Pacific Islander Male % %310.15%40.23% 0.03% Native Hawaiian/Pacific Islander Female 90.07% %180.09%00.00% 0.06% American Indian Male % 1, % %100.58% 0.31% American Indian Female % 1, % %40.23% 0.62% Two or More Races Male % % %170.99% 0.34% Two or More Races Female % 1, % %60.35% 0.54% TOTAL 12, % 280, %20, %1, %99.21% 6 * Red font means less than expected participation relative to the RCLF. * Permanent and Temporary

7 Veteran Onboard Representation by Administration 7 VACOVHAVBANCA Total Onboard during FY11 % Veterans Total Onboard during FY11 % Veterans Total Onboard during FY11 % Veterans Total Onboard during FY11 % Veterans White Male 3, %34, %4, % % White Female %12, %1, % % Black Male %18, %1, % % Black Female %7, %1, % % Hispanic Male %5, % % % Hispanic Female %1, % % % Asian Male %1, % % % Asian Female % % %216.67% Native Hawaiian/Pacific Islander Male % % %375.00% Native Hawaiian/Pacific Islander Female % %527.78%00.00% American Indian Male % % % % American Indian Female % % %00.00% Two or More Races Male % % % % Two or More Races Female % % %116.67% TOTAL 5, %84, %9, %1, % * The Secretaries goal is for Veterans to represent 40 percent of the workforce by * Permanent and Temporary

8 Veteran Onboard Representation VA-Wide 8 Total Onboard during FY11 % Veterans White Male 43, % White Female 14, % Black Male 21, % Black Female 9, % Hispanic Male 6, % Hispanic Female 1, % Asian Male 2, % Asian Female % Native Hawaiian/Pacific Islander Male % Native Hawaiian/Pacific Islander Female % American Indian Male % American Indian Female % Two or More Races Male % Two or More Races Female % TOTAL 101, % * The Secretaries goal is for Veterans to represent 40 percent of the workforce by * Permanent and Temporary

9 Hires and Separations VA hired a total of 24,816 permanent employees during FY11. Of these, 1,494 (6.02%) were Hispanic. 22,051 employees were separated in FY11. Of these 1,332 or 6.04% were Hispanic.

10 Senior Executive Service Permanent Employment Representation * Title 38 SES Equivalents Included * VA - Wide

11 Leadership Grades (13-15) Permanent Representation 11 * GS/GM Grades Only * VA - Wide

12 Grades (9-12) Permanent Representation 12 * GS/GM Grades Only * VA - Wide

13 Grades (1-8) Permanent Representation 13 * GS/GM Grades Only * VA - Wide

14 VA Workforce and 2000 Civilian Labor Force

15 FY11 Hispanic Representation by Sub-Component * OPM reported 14.8 CLF to the President in their annual Hisp report.

16 FY11 Hispanic Male Representation by Component

17 FY11 Hispanic Female Representation by Component

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19 Guiding Principles To ensure the alignment of efforts with OPM Hispanic Council Recommendations and the VA Diversity and Inclusion Plan To enhance coordination of outreach and recruitment efforts To enhance collaboration in the development of initiatives

20 Plan Goal #1 To ensure that the VA workforce is diverse, high performing and reflective of all segments of society, inclusive of the Hispanic community and Hispanic Veterans Identify and Eliminate Barriers Improve Hispanic participation

21 Plan Goal #2 To ensure that the VA workplace is inclusive of Hispanic Americans, evidenced by increased retention and advancement of Hispanics in the VA workforce in accordance with merit principles. Leverage talent Career and Leadership development

22 Plan Goal #3 Facilitate outstanding culturally competent public service and Hispanic stakeholder relations through effective leadership and accountability. Service to Veterans Strengthen partnerships Education and training

23 Group Review of Strategic Plan

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25 Student Outreach and Retention Program Ambassadors Mentoring Drop Out Prevention

26 In 2009, the Hispanic high school drop out rate of 16 through 24 year olds was more than triple that of whites (17.6% and 5.2% respectively). Drop out rate for Hispanics in this age group was 28.6% in % in % in drop out rates for Blacks was 9.3%; for Asians 3.4% and American Indian/Alaskan Natives 13.2%. Source: Dept of Education / Fast Facts

27 In 2011, the National Council of La Raza reported that the school dropout rate among Hispanics reached 28%. 40 percent of Latinos age 25 and up and without high school diplomas are currently unemployed or have only a temporary job. 23% of Hispanics 15 to 26 live below poverty line.

28 4 year College drop out rates are alarming … 57% of White students finish their degree 44% of Hispanics graduate 39% of Blacks graduate Student populations at greater risk of dropping out include those who are the first in their family to attend college those who have limited English proficiency nontraditional students such as returning adult students Drop out rates are higher at Community Colleges.

29 Community Outreach and Communications Initiative (COCI) Outreach Communications (webinars, Facebook) National Database

30 Office of Diversity and Inclusion POC: Hispanic Employment Program, Arlene Gonzalez


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