**Greater Boston Federal Executive Board**

**Diversity Committee**

**Member Roles and Responsibilities**

***[GBFEB DIVERSITY COMMITTEE BACKGROUND]{.underline}***: In 1996, the
GBFEB consolidated its former Special Emphasis Councils (African
American; Women's Opportunity; Asian Pacific; Disability; Hispanic
American) to form one "unified" Diversity Committee as a GBFEB Standing
Committee. The Diversity Committee encompasses all of the former special
emphasis topics and groups.

Initially, it was not an easy transition and there was some resistance
on the part of the former Council members. However, the Board of
Directors continues to feel that it is more both cost-effective and
helps us better meet the needs of our member agencies. (*See
Organizational Chart*)

Prior to the merge, each GBFEB Special Emphasis Council routinely hosted
its own celebration, commemoration or training annually. Most were at
least half day sessions and charged a per person participation fee. Over
the years, it was determined that largely the same audiences
participated in every event (i.e. "preaching to the choir") and the
senior agency leadership began complaining about the increased expense
and time commitment. A formal motion was presented and the Board of
Directors voted for the consolidation and creation of this unified
Committee.

***DIVERSITY COMMITTEE MISSION STATEMENT***:

"The GBFEB Diversity Committee promotes diversity in the Federal
workforce; fosters equal opportunity and fair treatment of all persons
regardless of race, disability, veterans' status, or participation in
protected activities; and raises awareness and promotes understanding of
the rich, diverse heritage of the citizens of this country." (See GBFEB
Brochure)

***[PROCESS FOR RECRUITING DIVERSITY COMMITTEE MEMBERS]{.underline}***:
Annually, the GBFEB Diversity Committee Chair sends letters to EVERY
agency head / GBFEB member (via U.S mail and email) requesting
nominations for talented staff to serve on the Committee. The letter
focuses on the developmental nature of the assignment, estimated time
commitment, and individual member commitment needed to make it a
successful experience. The letter includes a position description and
nomination form.

The Committee has elected not to set an ideal GS grade-level or
occupation for members. Rather, we simply request that nominees
demonstrate a commitment to the furtherance of its mission and goals. We
recognize that each nominee will bring his / her own individual
interests and talents to complement and enhance the Committee.

Some agencies choose to make the nomination process competitive and
develop an internal screening process. This allows agencies to take
advantage of the developmental component and nominate someone new every
year or two. Other agencies choose to nominate the same person every
year. The choice is left up to the agency head.

Nominations can consist of employees of different levels, occupations,
cultural and professional backgrounds. This is a good thing. Members
need not have any HR or EEO background to be successful. Rather,
nominees need to demonstrate a commitment to the Committee's mission and
also significantly contribute to furthering the mission.

[Nominees MUST be endorsed by the agency head / senior agency official
in order to be considered]{.underline}. Nominees endorsed by the direct
supervisor or manager only WILL NOT be accepted.

**[ACCEPTANCE TO THE DIVERSITY COMMITTEE]{.underline}:** The Diversity
Committee Chair accepts nominations at his/her discretion.

***PAST / RETURNING MEMBERS:*** The Diversity Committee Chair, in
cooperation with the GBFEB Executive Director, evaluates the past
performance, contributions, and support of returning members. Remember
that agencies nominate employees to serve on the Committee in good
faith. Although this is a "collateral" duty, members do often receive
recognition and credit from their agencies for participating and
representing the agency. If the nominee is not meeting the expectations
by attending meetings and / or contributing, the agency head should be
informed and the person's nomination declined.

***NEW MEMBERS***: New nominations are evaluated on a case-by-case basis
to ensure that nominees demonstrate the commitment needed to make the
experience a success.

***[DIVERSITY TRAINING DAY]{.underline}***: The Diversity Committee
coordinates [one]{.underline} unified day-long training each year to be
offered to the Federal community at large. This training tends to focus
on the issues of the moment, is all-encompassing, and usually more
substantive than the usual "commemoration" or "celebration." Although
geared towards providing education and practical tools for executives,
managers and supervisors, it is open to all Federal employees from all
Federal agencies. *(See separate Standard Operating Procedure for
Diversity Training Day)*

The planning for this training event is really year-round. However, it
is important that the Diversity Committee not be all-consumed by the
planning of this event and that members prepare and participate in other
activities and briefings. Remember, the Diversity Committee experience
should be developmental in nature and every member to should learn
something. Further, we do not want the Diversity Committee to be defined
by this event only.

**[OTHER ACTIVITIES]{.underline}**: The GBFEB Diversity Committee
carries out events as recommended by the GBFEB's Board of Directors for
each fiscal year in conjunction with the mission of the Diversity
Committee. We also support, to the extent possible, special emphasis
programs that may be scheduled by a particular Federal agency. (We
usually market the events to other agencies and NOT provide funding.)

**[SCHEDULE]{.underline}**: The Committee's meeting schedule for the
year is determined by the Committee Chair, in cooperation with its
members. It is recommended that the full committee meet in person once
per month (2 hours) and via conference call once per month (2 hours) at
a minimum. Members will collectively determine the best day, time and
location. Members are expected to attend and actively participate in
meetings and conference calls regularly. Two excused absences per member
will be granted each year. It is requested that members notify the
Diversity Chair or GBFEB Executive Director in advance when not able to
attend or participate. Further, members should not routinely arrive late
for meetings because it is disruptive and counterproductive to the
session.

**[TIME COMMITMENT]{.underline}**: Members are expected to operate as
part of a team. Being a member requires more than simply attending
meetings or calling in once per month. It requires that you be *actively
engaged* in discussions, *lead and/or actively participate* in GBFEB
initiatives such as the Campaign to Promote Public Service, *volunteer
for tasks* associated with the planning of the Diversity Training Day,
and more. Committee members may also contribute by coordinating
briefings of interest for the full Committee.

**[STRATEGIC PLAN]{.underline}**: Each year, the Diversity Committee
will develop a strategic plan. This Plan will outline what the Committee
hopes to accomplish during the year and define the strategies in place
to move the goals forward. The strategic plan normally outlines 3-4
priorities. It is expected that the full Committee will be involved in
the Plan's development as well as its implementation.

**Relationship with the GBFEB Board of Directors:** The Diversity
Committee operates as a Standing Committee of the Greater Boston Federal
Executive Board (GBFEB.) Its Chair is a member of the GBFEB Board of
Directors and is appointed by the Chair of the Board of Directors
annually. The Diversity Committee Chair is responsible for providing
monthly reports to the Board of Directors and for ensuring that their
needs met.

[Staff Contact Information]{.underline}:

Greater Boston Federal Executive Board

10 Causeway Street, Suite 178

Boston, MA 02222

Kim Ainsworth 617-565-6769 / kim.ainsworth@gsa.gov

[Diversity Committee Chair:]{.underline}

Linda Tuttle, EEO Officer

Social Security Administration

617-565-2879

Linda.tuttle@ssa.gov