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Office of Human Resources Management United States Department of Agriculture BEST PRACTICES for Special Emphasis Programs “Every Day In Every Way” Fred.

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Presentation on theme: "Office of Human Resources Management United States Department of Agriculture BEST PRACTICES for Special Emphasis Programs “Every Day In Every Way” Fred."— Presentation transcript:

1 Office of Human Resources Management United States Department of Agriculture BEST PRACTICES for Special Emphasis Programs “Every Day In Every Way” Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

2 AGENDA Introductions Team building exercise What is a Special Emphasis Program? Role of Special Emphasis Program Manager Mission Statements Connections Executive Order “Diversity and Inclusion” Measuring Progress Bench Marking the MD-715 Report What is your Comm Plans? Good Ideas of Three’s Best Practices Focus Group BOTTOM LINE “BONUS” topic *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 2 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

3 Introductions Mr. Fred Cheng, GS-13, (wk ,  USDA Departmental Diversity and Inclusion Specialist  Asian American and Pacific Islanders Program  American Indian and Alaskan Natives Program CDR Fred Cheng, U.S. Navy Reserve  Intel (N2) for the Navy Reserve Commander, Naval Forces Korea (CNFK) Other Titles and Associations  Son, Brother, Husband, Father, Uncle, ST Paul Chung Church congregation, University of Washington Alumni, U.S. Naval War College Alumni, University of Oklahoma (grad-student), Society of American Indian Government Employees (SAIGE). Federal Asian Pacific American Council (FAPAC), Asian American Government Executive Network (AAGEN), Asian Pacific American Network in Agriculture (APANA), Naval Officer Mentor Association (NOMA), Freedom Hill PTA member, Troop 976 Boy Scout volunteer, President-Silentree of Tysons Corner Home Owner Association, Landlord, San Francisco GIANTS Fan, 49ers Fan, Completed 8 Marathons (trying to run 50 marathons in 50 states) *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 3 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

4 SPECIAL EMPHASIS PROGRAMS The primary objectives of the Special Emphasis Program is to enhance the Equal Employment Opportunity Program as it relates to federal personnel policies, practices, and equal employment opportunity. The primary objectives of the Special Emphasis Program are:  Analyzing agency workforce data and identifying barriers in the areas of recruitment, hiring, promotions, career development, reasonable accommodation and retention affecting the full representation of targeted groups (i.e. minorities, women and individuals with disabilities).  Compiling, developing, and disseminating information and documents for managers, supervisors, and employees to provide knowledge and sensitivity in all facts or issues of accessibility and reasonable accommodation of individuals with disabilities.  Developing and conducting programs such as training courses, workshops, job fairs, conferences, and commemorative observances to provide awareness, sensitivity and understanding of the special issues affecting employment of the protected groups *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 4 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

5 SEPM’s Roles, Responsibilities, Relationship ROLE: Advisor, Coordinator, Monitor, Participant, Evaluator, Educator, and an Assistant. RESPONSIBILITES: Understand how Recruitment, Retention, Promotion (RRP) fits into your program, To represent your agencies AAPI population, to plan and develop programs, implement and execute your programs (to include departmental and MD-715 plans), to support observances, forums, and training sessions. RELATIONSHIP: CRITICAL to our mission. How is the relationship with your leaders, your people you are helping, your diversity & inclusion specialist? BENCHMARK – is it like Congress and its People? *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 5 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

6 SEPM’s TIME How much time do we need? It DEPENDS Collateral Duty 20%: 8hrs (1day) per Week 32hrs (4days) per Month 416hrs (48 days) per Year What can you do with your TIME? It is up to YOU!!! *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 6 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

7 Mission Statements Understand YOUR Organization MISSION!  USDA: We provide leadership on food, agriculture, natural resources, and related issues based on sound public policy, the best available science, and efficient management.  DM: DM's mission is to provide management leadership to ensure that USDA administrative programs, policies, advice and counsel meet the needs of USDA program organizations, consistent with laws and mandates; and provide safe and efficient facilities and services to customers.  DR 4302 SEPM Mission Statement: The purpose of this regulation is to provide guidance and direction on the establishment and administration of Special Emphasis Programs (SEP) throughout the Department of Agriculture. SEPs address the unique concerns of the following individuals: African Americans; American Indians/Alaska Natives; Asian Americans/Pacific Islanders; persons with disabilities; Gay, Lesbian, Bisexual, and Transgender individuals; Hispanic individuals; and women in achieving diversity, inclusion and equal opportunity in employment activities. *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 7 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

8 Executive Order Fred Cheng, USDA, Diversity and Inclusion Specialist, , “CONNECTING THE ROLE OF SPECIAL EMPHASIS PROGRAM MANAGERS TO Executive Order 13583: Establishing a Coordinated Government- Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce” GOALS: Diversity Inclusion Sustainability

9 MEASURING PROGRESS 9 Fred Cheng, USDA, Diversity and Inclusion Specialist, , BLUF: One “Employee” at a time Knowing your workforce Does MD-715 data reflect your information? Look at your Agency Diversity – EEO – Metrics Plans Affinity Group Membership vs Workforce Population Need to have “majority” consensus - Need to “motivate” AAPI workforce Check with your Human Resource or Human Capital department Specific Measures To Track: Number of AAPI in your workforce Number of affinity group members Number of SEPM Events (meetings, social events, etc) Number of SEPM Articles and Publication Number of AAPI are promoted or not promoted The use of Benchmarks: MD-715 – Start with your overall workforce representation “Drill Down” to your specific groups

10 BENCH MARKING 10 Fred Cheng, USDA, Diversity and Inclusion Specialist, , WHAT IS OUR FAIR SHARE? HOW DO WE KNOW OUR FAIR SHARE?

11 BENCH MARKING 11 Fred Cheng, USDA, Diversity and Inclusion Specialist, , WHAT IS OUR FAIR SHARE? HOW DO WE KNOW OUR FAIR SHARE? Part of the Answer Civilian Labor Force Know your CLF

12 BENCH MARKING 12 Fred Cheng, USDA, Diversity and Inclusion Specialist, , WHAT IS OUR FAIR SHARE? HOW DO WE KNOW OUR FAIR SHARE? Part of the Answer Civilian Labor Force Know your CLF FIND YOUR AVERAGE AGENCY WORKFORCE

13 2010 US Census Total US 308,745,538 /100% Total AAPI 15, 437,277 / 5% 13 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

14 2010 Federal Workforce 14 Fred Cheng, USDA, Diversity and Inclusion Specialist, , FW=Permanent Total Federal Workforce 1.9 Million /100% Total Feds AAPI 106,506 / 5.6%

15 FY 11 USDA Work Force PERMANENT 15 Fred Cheng, USDA, Diversity and Inclusion Specialist, , USDA 86,523 /100% USDA AAPI Avg 2,570 / 2.97% AAPI CLF / 3.8% USDA AAPI –M / 1.70%/2.0clf USDA AAPI – F / 1.27%/1.8 clf PERCENTPERCENT

16 Summary of AAPI 16 Fred Cheng, USDA, Diversity and Inclusion Specialist, , US AAPI Population 15, 437,277 / 5% US Federal Workforce 1,901,892 / 5.6 % 5.6% / CLF % / CLF 3.8 PERCENTPERCENT USDA AAPI –M 1,468/ 1.7% USDA AAPI -F 1,102/ 1.27% USDA AAPI 2,570 / 2.97%

17 FY 11 USDA AAPI Work Force Mission Areas 17 Fred Cheng, USDA, Diversity and Inclusion Specialist, , PERCENTPERCENT

18 FY 11 USDA AAPI Work Force A3-1: Occupational Categories 18 Fred Cheng, USDA, Diversity and Inclusion Specialist, , Asian Native Hawaiian OCCUPATIONALTOTAL Bench Marks or Other Pacific CATEGORIESWORKFORCE USDA AAPI AvgCLFIslander AllMaleFemaleAAPI ALL 2.97%3.80% MaleFemaleMaleFemale 1. Officials and Managers - Executive/Senior Level # 1,9681, (Grades 15 and Above) % 100%69.26%30.74%4.52%1.55%0.72%3.56%0.81%0.10%0.05% - Mid-Level (Grades ) # 4,0862,5501, % 100%62.41%37.59%2.36%-0.61%-1.44%1.44%0.78%0.07% - First Level # 4,6683,6081, (Grades 12 and Below) % 100%77.29%22.71%2.45%-0.52%-1.35%2.04%0.21%0.11%0.09% - Other Officials and Managers # 22,3679,09513, % 100%40.66%59.34%2.26%-0.71%-1.54%0.92%1.21%0.04%0.09% Officials and Managers # 33,08916,61616, Total % 100%50.22%49.78%2.43%-0.54%-1.37%1.30%0.99%0.06%0.08% 2. Professionals # 29,82118,06911,7521, % 100%60.59%39.41%4.22%1.25%0.42%2.45%1.63%0.08%0.06% 3. Technicians # 13,67510,0643, % 100%73.59%26.41%2.01%-0.96%-1.79%1.11%0.70%0.16%0.04% 5. Administrative # 6,3531,0145, Support Workers % 100%15.96%84.04%2.54%-0.43%-1.26%0.55%1.65%0.09%0.25% 6. Craft Workers # % 100%98.40%1.60%0.80%-2.17%-3.00%0.80%0% 7. Operatives # 1,5311, % 100%68.58%31.42%1.90%-1.07%-1.90%1.31%0.52%0.07%0% 8. Laborers and Helpers # % 100%80.27%19.73%2.69%-0.28%-1.11%1.79%0.45% 0% 9. Service Workers # % 100%67.22%32.78%2.37%-0.60%-1.43%1.30%0.83%0%0.24%

19 FY 11 USDA AAPI Work Force Table A4-1: Participation Rates for General Schedule(GS) Grades 19 Fred Cheng, USDA, Diversity and Inclusion Specialist, , Asian Native Hawaiian GS/GM,SESTOTAL Bench Marks or Other Pacific andWORKFORCE USDA AAPI AvgCLFIslander Related Grades AllMaleFemaleAAPI ALL 2.97%3.80% MaleFemaleMaleFemale GS-03 # %100%52.51%47.49% 1.93% -1.04%-1.87% 0.77% 0.39%0% GS-04 #1, %100%53.27%46.73% 5.05%2.08%1.25% 3.07%1.34%0.64%0% GS-05 #4,3872,4031, %100%54.78%45.22% 1.96%-1.01%-1.84% 0.75%0.84%0.21%0.16% GS-06 #3,7701,8791, %100%49.84%50.16% 1.77%-1.20%-2.03% 0.66%0.82%0.13%0.16% GS-07 #13,9176,1317, %100%44.05%55.95% 1.94%-1.03%-1.86% 0.82%1.00%0.02%0.10% GS-08 #3,9532,2381, %100%56.62%43.38% 1.92%-1.05%-1.88% 0.78%0.96%0.05%0.13% GS-09 #12,5237,1415, %100%57.02%42.98% 2.36%-0.61%-1.44% 1.17%1.06%0.08%0.05% GS-10 # %100%72.59%27.41% 2.52%-0.45%-1.28% 1.82%0.28% 0.14% GS-11 #11,8026,6655, %100%56.47%43.53% 3.01%0.04%-0.79% 1.47%1.38%0.06%0.10% GS-12 #13,2907,6075, %100%57.24%42.76% %-1.30% 1.15%1.18%0.09%0.08% GS-13 #8,4514,9273, %100%58.30%41.70% 4.70%1.73%0.90% 2.77%1.79%0.08%0.06% GS-14 #4,0072,4561, %100%61.29%38.71% 6.01%3.04%2.21% 4.12%1.77%0.05%0.07% GS-15 #2,1461, %100%72.79%27.21% 5.60%2.63%1.80% 4.57%0.93%0.05% SES # %100%67.13%32.87% 3.59%0.62%-0.21% 2.21%0.83%0.55%0%

20 FY 11 USDA AAPI Work Force Table A6: Participation Rates for Major Occupations 20 Fred Cheng, USDA, Diversity and Inclusion Specialist, , SERIES/JOB TITLE Asian Native Hawaiian Bench Marks or Other Pacific TOTAL WORKFORCE USDA AAPI AvgCLF Islander AllMaleFemaleAAPI ALL 2.97%3.80% MaleFemaleMaleFemale HUMAN RESOURCES MANAGEMENT #1, %100%25.12%74.88% 2.96%-0.01%-0.84% 1.04%1.84%0%0.08% MISCELLANEOUS ADMINISTRATION and PROGRAM (93) #2,9321,0901, %100%37.18%62.82% 2.55%-0.42%-1.25% 0.78%1.67%0.03%0.07% MISCELLANEOUS CLERK and ASSISTANT #2, , %100%13.76%86.24% 2.79%-0.18%-1.01% 0.72%1.69%0.13%0.25% PROGRAM MANAGEMENT (62) #1, %100%63.29%36.71% 2.86%-0.11%-0.94% 2.07%0.49%0.20%0.10% MANAGEMENT PROGRAM ANALYSIS #1, , %100%25.90%74.10% 2.90%-0.07%-0.90% 1.16%1.68%0%0.06% GENERAL BIOLOGICAL SCIENCE (67) #4,8793,0431, %100%62.37%37.63% 5.32%2.35%1.52% 3.42%1.64%0.18%0.08% BIOLOGICAL SCIENCE TECHNICIAN #2,2451,2001, %100%53.45%46.55% 3.69%0.72%-0.11% 1.56%2.05%0.04% SOIL CONSERVATION #4,2172,9201, %100%69.24%30.76% 1.07%-1.90%-2.73% 0.38%0.33%0.12%0.24% SOIL CONSERVATION TECHNICIAN #1,3491, %100%75.83%24.17% 0.52%-2.45%-3.28% 0.15%0.07%0.30%0% FORESTRY (14) #1,7551, %100%73.68%26.32% 1.94%-1.03%-1.86% 1.20%0.74%0%

21 FY 11 USDA AAPI Work Force Table A6: Participation Rates for Major Occupations (cont) 21 Fred Cheng, USDA, Diversity and Inclusion Specialist, , SERIES/JOB TITLE Asian Native Hawaiian Bench Marks or Other Pacific TOTAL WORKFORCE USDA AAPI AvgCLF Islander AllMaleFemaleAAPI ALL 2.97%3.80% MaleFemaleMaleFemale FORESTRY TECHNICIAN #9,1017,5471, %100%82.92%17.08%1.13% -1.84%-2.67% 0.84%0.14%0.11%0.04% SOIL SCIENCE #1, %100%79.56%20.44%2.09% -0.88%-1.71% 1.52%0.57%0% WILDLIFE BIOLOGY #1, %100%67.95%32.05%1.79% -1.18%-2.01% 0.85%0.66%0.28%0% VETERINARY MEDICAL SCIENCE #1,7211, %100%64.50%35.50%6.62% 3.65%2.82% 5.40%1.22%0% ENGINEERING TECHNICIAN #1, %100%85.94%14.06%0.93% -2.04%-2.87% 0.56%0.19%0.09% CIVIL ENGINEERING #1, %100%76.30%23.70%3.31% 0.34%-0.49% 2.28%0.87%0.08% GENERAL BUSINESS and INDUSTRY #3, , %100%20.87%79.13%1.58% -1.39%-2.22% 0.34%1.03%0.05%0.16% LOAN SPECIALIST #3,7401,8161, %100%48.56%51.44%1.23% -1.74%-2.57% 0.43%0.61%0.08%0.11% CONSUMER SAFETY INSPECTION #3,8262,4771, %100%64.74%35.26%2.99% 0.02%-0.81% 1.91%0.97%0.08%0.03% FOOD INSPECTION #2,8081,2901, %100%45.94%54.06%2.21% -0.76%-1.59% 1.14%1.03%0%0.04% AGRICULTURAL COMMODITY GRADING #1, %100%67.27%32.73%2.19% -0.78%-1.61% 1.58%0.53%0.08%0% INFORMATION TECHNOLOGY MANAGEMENT (12) #3,6022,1221, %100%58.91%41.09%6.07% 3.10%2.27% 3.80%2.19%0.08%0% GENERAL ATTORNEY (15) # %100%51.06%48.94%5.11% 2.14%1.31% 1.28%3.40%0%0.43%

22 FY 11 USDA Work Force Where we are: Participation at GS13 and Fred Cheng, USDA, Diversity and Inclusion Specialist, , USDA 8,451 MALE 4,927 FEMALE 3,524 USDA 4,007 MALE 2,456 FEMALE 1,551 RACEGS-13 USDA Avg CLF 2000 % Diff USDA % Diff CLF HM HF WM WF BM BF AM AF PIM PIF AIM AIF OM OF RACEGS-14 USDA Avg CLF 2000 % Diff USDA % Diff CLF HM HF WM WF BM BF AM AF PIM PIF AIM AIF OM OF

23 FY 11 USDA Work Force Where we are: Participation at GS15 and SES 23 Fred Cheng, USDA, Diversity and Inclusion Specialist, , USDA 2,146 MALE 1,562 FEMALE 584 USDA 362 MALE 243 FEMALE 119 RACESES USDA Avg CLF 2000 % Diff USDA % Diff CLF HM HF WM WF BM BF AM AF PIM PIF AIM AIF OM OF RACEGS-15 USDA Avg CLF 2000 % Diff USDA % Diff CLF HM HF WM WF BM BF AM AF PIM PIF AIM AIF OM OF

24 FY11 STATE OF AAPI 24 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,  Overall, AAPI are represented in the USDA Workforce at the, but we need to improve representation at the mid to senior level  Need to pay attention to Hiring and Separation rate of AAPI Females  Look at the process for career development for AAPI  Need to collect applicant flow data for better analysis

25 COMMUNICATION PLAN HOW DO WE GET OUR MESSAGE TO OUR CUSTOMERS? 25 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

26 Good Things Come in THREEs Diversity, Inclusions, and Sustainability *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 26 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

27 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 27 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

28 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 28 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

29 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 29 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

30 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 30 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

31 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 31 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

32 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 32 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

33 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 33 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

34 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 34 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

35 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken Mentor, Diversified Leaders, Strong Metrics-Strong Accountability *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 35 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

36 Good Things Come in THREEs Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken Mentor, Diversified Leaders, Strong Metrics-Strong Accountability Security Paradox, Debt Crisis, Develop Partnerships *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 36 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

37 BEST SEPM PRACTICES Examples Google AAPI Diversity Articles – Send to your AAPIs, Leaders Check out Diversity Inc. websites Trip Report on Outreach – Exhibit Booth Establish a Award for Best SEPM Highlight Your Success of your SEPM in your Organization Engage Leadership – You have to make sure they are accountable Follow up with your new Network. (organize your business card) Conduct Focus Group A submit your programs for the 2013 FAPAC AWARD!!! *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 37 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

38 Conducting Focus Groups Establish a theme questions? Make a scale – rating Engage Audience Ask why they said their rating. Probe into their concerns 38 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

39 BOTTOM LINE MD Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

40 ? *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 40 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,

41 GUIDANCE Contact your AAPIs Know the your issues BONUS: Need to frame Your SEP to your MISSION!!! What is the bottom line? Recruiting, Retention, and Promotion What are your barriers? Individual, Supervisors, or the Process “Circle the Wagon”, “Show your Flag”, “BE SEEN” *Benchmark: 2010 Estimated Civilian Labor Force: 13.6% 41 Fred Cheng, USDA, Diversity and Inclusion Specialist, ,


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