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# U.S. Department of Transportation (DOT)

# Fiscal Year 2002 Report on Implementing

**Executive Order 13171,**

**eMPLOYMENT OF hISPANICS WITHIN**

**THE FEDERAL GOVERnMENT**

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# Prepared by the DOT Departmental Offices of 

# Human Resource MANAGEMENT and Civil Rights

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#### SEPTEMBER 13, 2002

**Table of Contents**

**Executive Summary 3**

**hISPANIC eMPLOYMENT: nEW iNITIATIVES 4**

**Management ACCOUNTABILITY. 5**

**COORDINATED and STRATEGIC OUTREACH 5**

**SUPPORT FOR HISPANIC SERVING INSTITUTIONS 9**

**PARTNERSHIP BUILDING 11**

**EMPLOYMENT PROGRAMS 13**

**NEXT STEPS 15**

**Executive Summary**

The U. S. Department of Transportation (DOT) has made some progress to
recruit Hispanics for transportation related jobs. In FY 2001, the
number of DOT Hispanic employees was 3,202 or 5.0 percent of total DOT
workforce (64,472). This is an increase of 5.5 percent over FY 2000
(3,025).

To build upon past efforts and ensure that DOT is responding to
President Bush's charge to increase the representation of Hispanics
within the federal workforce, DOT is coordinating recruitment and
retention efforts by addressing the following issues:

-   Management Commitment and Accountability

-   Strategic and Coordinated Department-Wide Outreach and Recruitment

-   Financial and Program Support for Hispanic Serving Institutions and
    the Students They Enroll

-   Partnership Building with Hispanic Organizations

DOT, under the leadership of the Departmental Offices of Human Resources
and Civil Rights, will assess past and current efforts for each issue
and develop strategies that will create positive change for the
inclusion of Hispanics within the Department's workforce.

Ongoing efforts to support the employment needs of Hispanics are an
integral part of new Department-wide initiatives to embrace and
acknowledge the benefits of diversity. DOT recognizes that diversity
management is critical to developing a talented and diverse workforce
that can meet the transportation needs of tomorrow. More importantly,
implementing diversity management throughout DOT will enable the
Department to effectively plan for the pending wave of retirements and
ensure that new employees represent the demographic profile of the
United States.

# Hispanic employment at DOT: new initiatives

# 

# While some progress has been made to increase the representation of Hispanics within the DOT workforce, more work needs to occur to ensure to the Department is utilizing all resources and tools to tap the talent pool that exists in the Hispanic community. Coordination and collaboration throughout DOT is essential to this effort. Currently, the Departmental Offices of Human Resource Management and Civil Rights are working with all DOT operating administrations (OAs) to develop a coordinated, strategic approach to support the employment needs of Hispanics. New initiatives are designed to solicit an accurate account of Department-wide efforts and facilitate an open forum to develop strategies that will improve and expand the recruitment and retention of Hispanics.

### Beginning in October 2002, DOT will launch the following Departmental initiatives. The initiatives are strategically linked to the Department's Strategic Plan and complement government-wide human capital management initiatives to develop a diverse and talented workforce through efficient recruitment and accountability of results.

-   Host a half-day workshop to assess DOT past and current efforts to
    support the employment needs of Hispanics and formulate an action
    plan to create change for the inclusion of Hispanics within the
    Department's programs and services.

-   Issue a Tool Kit on how DOT can effectively recruit and retain
    Hispanics within its workforce. The tool Kit will provide
    information on utilizing various hiring authorities; building
    partnerships with Hispanic organizations; providing effective
    outreach to the Hispanic community and Hispanic Serving
    Institutions, as well as an update on Hispanic representation at
    DOT.

-   Collect quarterly progress reports on efforts to recruit and retain
    Hispanics from DOT OAs. Findings will help guide future efforts to
    improve employment policies and programs.

-   Issue diversity management guidance to ensure that DOT's workforce
    represents the demographic profile of the United States. Included in
    this guidance will be accountability mechanisms to measure progress.

-   Create new partnerships with the Hispanic Scholarship Fund
    Institute, the League of United Latin American Citizens, ASPIRA
    Association, Inc., and the National Association of Hispanic Federal
    Executives (NAHFE) to identify opportunities to support the
    education and employment needs of Hispanics.

These initiatives, as well as those that will be developed and
implemented in DOT OAs, will help lay a foundation for continued
progress.

**MANAGEMENT ACCOUNTABILITY**

Management accountability is a key element to creating a diverse and
highly talented workforce. As part of its overall diversity management
initiatives, DOT and all OAs will develop performance measures to
evaluate progress in increasing the representation of Hispanics, women
and persons with disabilities within the Department\'s workforce. Senior
officials and program managers will be required to participate in
diversity training, which will provide information on the various
resources and tools that can help develop a diverse workforce.
Utilization of resources and tools and subsequent changes resulting from
use will be an evaluation element in performance appraisals.

*[Federal Aviation Administration (FAA)]{.underline}*

-   The FAA Administrator appointed the Affirmative Employment Oversight
    Board (AEOB) to monitor the FAA's progress in addressing and
    ultimately correcting the under representation of women, minorities,
    and personswith disabilities that was presented in the FAA's
    Employee Forum's business case. The AEOB is comprised of executives
    from the lines of businesses (LOBs) and staff offices (SO). Several
    new initiatives were recommended by the AEOB to address the under
    representation issues and increase employment opportunities for
    women, minorities, and persons with disabilities. One initiative, in
    particular, was to publish a 5-year Recruitment Plan that would take
    into account: (1) the agency's five-year hiring forecast, (2)
    employment trends, and (3) specific strategies for addressing the
    under representation at FAA.

**COORDINATED AND STRATEGIC OUTREACH**

DOT is taking proactive steps to coordinate outreach efforts to the
Hispanic community. Outreach activities include participating in
Hispanic conferences and career fairs as well as disseminating
employment information to Hispanic Serving Institutions and Hispanic
organizations, radio and television stations and placing recruitment
advertisements in various Hispanic newspapers and publications.

*[Departmental/Office of the Secretary]{.underline}*

-   The Departmental Hispanic Employment Program Manager (HEPM), along
    with the National Highway Traffic Safety Administration, Federal
    Motor Carrier Safety Administration, and the Transportation Security
    Administration, hosted an information/recruitment table at the
    National Council of La Raza Annual Conference and Career Expo from
    July 19-24, 2002, in Miami, Florida. The Federal Aviation
    Administration, U.S. Coast Guard, and the Research and Special
    Programs Administration's Volpe Center also supported DOT
    participation in the conference by providing information about their
    respective employment opportunities and programs.

While in Miami, DOT program managers spoke to numerous individuals about
DOT employment opportunities and the various programs and services
offered by the Department. The Departmental HEPM also met with
representatives from Dade County Schools and Florida International
University, an Hispanic Serving Institution (Hispanics comprise 25
percent or more the student enrollment). As a result of the meeting, DOT
job announcements, as well as other education and employment information
on how DOT supports the Latino community, will be shared on a regular
basis with each organization, which will in turn distribute to its
networks in Miami and throughout Florida.

-   The Departmental HEPM, the Transportation Administrative Service
    Center, and the Federal Aviation Administration hosted a career
    booth at a U.S. Department of Agriculture and Hispanic Association
    of Colleges and Universities Minority College Career Fair on July
    16, 2002. DOT officials spoke to minority college students and
    college graduates about Department-wide job opportunities and the
    various education and employment programs and services offered by
    DOT.

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-   Several DOT HEPMs participated in various training opportunities
    including the Tenth Annual National Association of Hispanic Federal
    Executives (NAHFE)'s Executive Leadership Development and Diversity
    Training Conference in November 2001, and the NAHFE's Hispanic
    Federal Executives Summit IV in June 2002. Both training events
    provided an opportunity for DOT HEPMs to learn about government-wide
    Hispanic employment initiatives and share information about DOT
    employment opportunities.

-   The Office of the Inspector General (OIG) placed recruitment
    advertisements for senior level OIG positions including SES
    positions in the *Hispanic Weekly Publication* and the *Hispanic
    National Law Enforcement Association*.

*[Federal Aviation Administration (FAA)]{.underline}*

-   The FAA National Hispanic Serving Institutions (HSI) Program Manager
    hosted a career booth at the 2002 HACU Annual Conference. The FAA
    HSI program manager also met with HSI senior officials to establish
    and maintain partnerships and to raise awareness about FAA and its
    employment opportunities. At the conference, FAA received the
    Outstanding HACU Public Sector Partner Award in recognition of
    excellent support by a governmental agency.

-   FAA supported an Aviation Transportation Career Exhibit at East
    Boston High School in April 2002. FAA officials shared career
    information to over 3,000 inner city students and educators, most of
    whom were Hispanics.

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-   FAA Civil Rights senior staff, including the FAA HEPM participated
    in the 24^th^ Annual National Hispanic Coalition of Federal Aviation
    Employees (NHCFAE) National Training Conference in Miami Beach,
    Florida from July 23-25, 2002. Approximately 150 FAA Hispanic
    employees attended the training conference.

The FAA HEPM conducted an Hispanic Employment Program Managers
Pre-Conference in conjunction with the NHCFAE Annual Training
Conference. The Pre-Conference was held to develop strategies for the
FAA Hispanic Employment Program and to establish an Hispanic employment
implementation plan for FY 2003.

# *[Federal Highway Administration (FHWA)]{.underline}*

# 

# FHWA hosted a recruitment booth at the Hispanic Alliance Career Enhancement (HACE) 17^th^ Annual Conference in June 2002. FHWA officials distributed information about FHWA employment opportunities, the employment application process, and career benefits to approximately 150 Hispanics. As a result of its participation, the office of Congressman Luis V. Gutierrez asked FHWA to participate in a career fair sponsored by the Congressman. At the fair, recruiters from FHWA spoke with 450 attendees interested in employment opportunities. 

-   FHWA attended the Hispanic Association of Colleges and Universities
    15^th^ Annual Conference in San Juan, Puerto Rico on October
    27-30, 2001. FHWA distributed information about career opportunities
    and application information for the FHWA Summer Transportation
    Internship Program for Diverse Groups (STIPDG).

# *[Federal Motor Carrier Safety Administration (FMCSA)]{.underline}*

-   FMCSA conducted an extensive outreach effort to hire Motor Carrier
    Safety Specialists. FMCSA distributed employment information to
    HSIs, Hispanic organizations, radio stations, newspapers, and
    television stations. As a result of the effort, Hispanic
    representation within FMCSA\'s workforce increased by 20 percent.

# *[Federal Transit Administration (FTA)]{.underline}*

-   The FTA Director of the Office of Human Resources served as panel
    moderator and guest speaker at the Conference of Minority
    Transportation Officials (COMTO) Youth Symposium in San Antonio,
    Texas, July 8-12, 2002. The forum provided an opportunity for FTA to
    raise awareness about its mission and employment opportunities.
    Approximately 50 percent of the conference participants were
    Hispanics.

*[National Highway Traffic Safety Administration (NHTSA)]{.underline}*

-   NHTSA entered into a contract with DiversityCareers.com to advertise
    a vacant Senior Executive Service (SES) Associate Administrator
    position in the October/November Transportation Technology issue of
    their magazine, as well as on their website. DiversityCareers.com
    has an active membership of over 100,000 IT and technical (primarily
    engineers) persons from various diversity groups. Advertising the
    position will give NHTSA access to the DiversityCareers.com database
    for one year.

> NHTSA will also advertise three new SES positions with
> DiversityCareers.com. The contract for these positions will allow
> NHTSA to distribute information about its employment opportunities at
> important minority technical association job fairs, including those of
> the Hispanic Engineer National Achievements Awards Conference
> (HENAAC), and the Society of Hispanic Professional Engineers (SHPE).

-   NHTSA continues to send copies of vacancy announcements to Hispanic
    organizations, including the Congressional Hispanic Caucus, the
    Foundation for the Advancement of Hispanic Americans, Hispanic
    Elected Local Officials Caucus, HACU, and the Hispanic Coalition on
    Higher Education.

# *[Research and Special Programs Administration (RSPA)]{.underline}*

-   RSPA's Volpe Center continues to participate in the SHPE Annual
    Eastern Technical Job Fair. The Volpe Center recruits Hispanic
    engineering students who attend the fair for student employment and
    entry- level employment positions.

*[Transportation Security Administration (TSA)]{.underline}*

-   TSA participated in the Hispanic American Policy Command Officers
    Association Career Fair and a career fair hosted by Congressman Luis
    Gutierrez, 4^th^ Congressional District of Illinois to distribute
    information about TSA job opportunities and to raise awareness about
    its mission.

-   TSA placed recruitment advertisements in the following publications
    that reach a large number of Hispanics:

> *Tiempo* (Hartford, CT); *El Noticiero* (Ft. Lauderdale, FL); *El
> Heraldo Community News*, (Ft. Lauderdale, FL); *La Raza* (Chicago,
> IL); *La Prensa Latina* (Boston, MA); *La Semana* (Boston, MA); *El
> Horizonte* (Boston, MA); *El Mundo* (Las Vegas, NV); *El Nuevo Cocqui*
> (Newark, NJ); *El Diario* (New York, NY); *La Prensa* (New York, NY);
> *El Hispano* (Philadelphia, PA); *El Paso Times* (El Paso, TX); *El
> Sol de Texas* (Dallas, TX); *McAllen Monitor* (McAllen, TX); *El
> Extra* (McAllen and Harrington, TX); *Harlingen Star* (Harrington,
> TX); *La Subasta Weekly* (Houston, TX); *Washington Hispanic*
> (Washington, DC).

*[U.S. Coast Guard]{.underline}*

-   The U.S Coast Guard and the Coast Guard Reserves placed a full-page
    advertisement in the Hispanic Yearbook, a reference book of Hispanic
    institutions, organizations and businesses.

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-   The U.S. Coast Guard placed a civilian career opportunity ad in the
    NACE \"Job Choices - Diversity Edition\" magazine. Each year, more
    than one million students receive the Job Choices magazine, which is
    a premier recruitment publication and job-search guide that contains
    articles and ads directed at the issues and concerns of diverse
    populations.

**SUPPORT FOR HISPANIC SERVING INSTITUTIONS**

As the number of Hispanics entering higher education continues to grow,
DOT recognizes that it must expand financial and program support to
Hispanic Serving Institutions (HSIs) and other institutions of higher
education that enroll a large number of Hispanics. Support provides
Hispanic students the opportunity to learn about DOT employment
opportunities, particularly internship, fellowship, and research
opportunities.

##### Departmental/Office of the Secretary

-   The Departmental HEPM addressed representatives from ten HSIs on
    July 11, 2002. HSI representatives participated in a U.S. Department
    of Agriculture program that supports HSIs and the Hispanic students
    enrolled at these institutions. The DOT HEPM provided information
    about DOT and its efforts to support HSIs through grants and
    contracts and internship programs.

*[Federal Aviation Administration (FAA)]{.underline}*

-   FAA continues to expand its partnership with the HACU National
    Internship Program. The FAA sponsored 47 Hispanic interns nationwide
    and hired two HACU interns for permanent entry-level positions.

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-   FAA established a web-based database that provides a listing of
    HSIs. The database serves as a recruitment tool; a mechanism to
    promote research and development opportunities; an applicant pool;
    and a search engine that provides a wide range of information (e.g.,
    state, discipline, college majors, research capabilities and types
    of degrees granted) to assist FAA in its outreach to HSIs. The
    database is located on FAA's website at
    [www.faa.gov](http://www.faa.gov/). It is widely used by FAA, other
    government agencies, and public and private sector organizations.

-   FAA participated in an entry-level recruitment effort in Puerto
    Rico. The effort included visiting ten colleges and universities,
    including four HSIs (University of Puerto Rico -- Mayaguez,
    University of Puerto Rico -- Ponce, Turabo University, and the
    Polytechnic University of Puerto Rico). As a result of the
    recruitment effort, a total of five students, of which one of them
    was Hispanic, were hired by the William Hughes Technical Center in
    Atlantic Center, New Jersey.

*[Federal Highway Administration (FHWA)]{.underline}*

-   FHWA, through the Eisenhower Transportation Fellowship Program,
    awarded 22 fellowships totaling \$144,268 to students attending the
    following HSIs. Fellowships support post-graduate education and
    research.

    -   California State University, Los Angeles

    -   Texas A&M University, Kingsville

    -   University of Puerto Rico, Mayaguez

    -   University of Texas, El Paso

    -   University of Texas, San Antonio

> In addition, a combined total of \$5,000 was awarded to the California
> State University at Los Angeles and the University of Texas at El Paso
> through the Eisenhower Transportation Fellowship Program, Faculty
> Fellowship Program.

*[Federal Motor Carrier Safety Administration (FMCSA)]{.underline}*

-   In an effort to provide grant opportunities for colleges and
    universities serving Hispanics as well as other Minority
    Institutions of Higher Education, FMCSA is currently developing a
    competitive grants program. It is anticipated that the program will
    be operational in 2003.

*[Federal Transit Administration (FTA)]{.underline}*

From FY 1995 to FY 2002, FTA has appropriated over \$600 Million for the
Tren Urbano Project located in San Juan, Puerto Rico. A portion of the
funding is for a Professional Development Program that targets young
Puerto Rican professionals. It is an interdisciplinary, bilingual,
multi-cultural, multi-campus program sponsored by the Puerto Rico
Department of Transportation and Public Works, in conjunction with the
University of Puerto Rico and the Massachusetts Institute of Technology.
The program provides students with a one to two year professional
development experience that includes two courses on public
transportation, an academic research project, a site visit to an
operating system, a work internship, and the possibility of employment
after graduation. Students are from a variety of academic disciplines
including engineering, architecture, urban planning, and transportation

**PARTNERSHIP BUILDING WITH HISPANIC ORGANIZATIONS**

DOT and several OAs are developing new partnerships with organizations
like the Hispanic Scholarship Fund Institute, the League of United Latin
American Citizens, and ASPIRA Association, Inc. DOT will work closely
with these organizations to develop substantive programs/activities that
will raise awareness about Department-wide job opportunities and ensure
that Hispanics participate in DOT programs and services. DOT is also
identifying new strategies to improve and expand existing partnerships
with organizations that serve the employment needs of all Americans,
including Hispanics.

Partnership Building activities undertaken in FY2002 include:

## [Departmental/Office of the Secretary]{.underline}

-   DOT entered into a Memorandum of Understanding (MOU) with the
    Hispanic Scholarship Fund Institute (HSFI) on February 4, 2002. To
    further the general purpose of the MOU, DOT and HSFI are interested
    in developing a pilot scholarship and cooperative education program
    designed to attract Hispanic students at community colleges and
    four-year colleges to careers in the field of transportation,
    emphasizing skills in math, science, engineering, and technology.

> Called the *Next Generation of Public Service Scholarship and
> Cooperative Education Program*, the program will offer a scholarship
> to provide academic tuition assistance and opportunities for
> scholarship recipients to participate in a cooperative education
> program facilitated by DOT.
>
> The Federal Highway Administration provided \$25,000 in FY2002 to
> support the program with intent to expand program and financial
> support for partnership.

# *[Federal Aviation Administration (FAA)]{.underline}*

-   FAA and HACU partnered to develop an informational film on best
    practices and work force strategies for recruiting Hispanic students
    for possible internships and future employment at the FAA. The film
    is entitled, "HACU National Internship Program," and is shown during
    HACU recruitment trips to HSIs.

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-   FAA continues to strengthen its partnership with the National
    Hispanic Coalition of Federal Aviation Employees (NHCFAE) to promote
    FAA Hispanic employment efforts. Partnership activities include
    placing information about FAA efforts in *La Palabra*, a quarterly
    publication of the NHCFAE and tapping NHCFAE networks to identify
    candidates in FAA regions/centers to serve as HEPMs.

-   FAA and HireDiversity.Com established the first National FAA
    Multicultural Recruitment website. The website will assist FAA lines
    of business/staff offices to undertake aggressive internal and
    external recruitment outreach to the Hispanic community for FAA
    career opportunities. Since becoming operational in February 2002,
    FAA has posted 5,046 job announcements on the website and the
    website has had over 70,000 hits.

-   Through its Aviation Education Program, FAA partnered with the City
    of Lowell (MA) school district to offer an aviation after school
    program. Hispanics represent 80 percent of the Lowell School
    District enrollment.

# *[Federal Highway Administration (FHWA)]{.underline}*

-   FHWA partners with the Mexican American Engineers and Scientist
    Association (MAES), and several of MAES regional chapters to expose
    Hispanic students to science and engineering fields and encourage
    students to stay in school.

> Partnership activities include:
>
> \--FHWA hosted a workshop for ten groups of 20 elementary and middle
> school students at the Austin Professional Chapter of the Society of
> Mexican American Engineers and Scientists (MAES) Annual Science
> Extravaganza in the spring 2002. Students were tasked with building a
> roller coaster and encouraged to work in teams. Tasks were designed to
> facilitate creativity in the design, building, testing, and
> presentation of the roller coaster prototype.
>
> \--FHWA employees participated in the 4^th^ annual MAES Science
> Extravaganza at the University of San Antonio, with the Agency
> sponsoring \$500 to support this event. A video on transportation
> careers was presented to two groups of 200 high students. The event
> drew Hispanic students from high schools from around San Antonio,
> Laredo, McAllen-Brownsville, and Lubbock, Texas.

-   FHWA partnered with the Georgia State Employment Services to place
    Hispanics in vacant worker trainee positions in the Southern
    Resource Center.

-   FHWA and the Florida Department of Transportation participated in an
    annual construction career fair held in Davie, Florida to encourage
    Hispanic youth to pursue Federal and State careers and higher
    education. A career booth was displayed and FHWA officials shared
    their perspectives on new directions in the transportation industry
    and the future of engineering education to local school districts
    for each county.

-   FHWA developed a mentoring/outreach program at the Lively Technical
    Center in Tallahassee, Florida. Program activities are designed to
    motivate Hispanics to pursue higher education and careers in the
    Department of Transportation and FHWA.

# *[Federal Transit Administration (FTA)]{.underline}*

-   FTA partners with the Cesar Chavez Charter School and the Cardoza
    Trans Tech Academy to encourage Hispanics students to pursue careers
    in the transportation industry. FTA provides computer equipment to
    Cesar Chavez and provides summer employment opportunities for
    Hispanic students attending Cardoza Trans Tech Academy. The schools
    are located in Washington, DC and enroll a large number of
    Hispanics.

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-   FTA partners with the Conference of Minority Transportation
    Officials to disseminate information about FTA employment
    opportunities, internship programs, and mentor/protégé programs.

*[Transportation Security Administration (TSA)]{.underline}*

-   TSA has a contract with NCS Pearson to recruit for TSA airport
    screener positions. As part of its efforts, TSA and NCS Pearson have
    developed partnerships with community organizations to provide job
    counselors with the resources and training needed for the job
    application process. Currently, TSA has partnership with 84 Hispanic
    community organizations.

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-   The TSA Chief of Staff and members of the TSA executive staff meet
    quarterly with the Alliance of Minority Law Enforcement Association
    (ANMLEA), which includes the Hispanic American Policy Command
    Officers\' Association and the National Latino Peace Officers\'
    Association. The purpose of the meetings is to discuss the
    challenges associated with recruiting a diverse workforce.

# *[U.S. Coast Guard]{.underline}*

-   The U.S. Coast Guard developed and filled a new employment position
    to serve as a liaison with the Hispanic Association of Colleges and
    Universities (HACU). The new employee will partner with HACU to
    market the U.S. Coast Guard as an \"employer of choice\" that offers
    a wide-range of career opportunities and benefits.

**Employment Programs**

DOT supports the use of internship programs and when appropriate
government-wide student employment programs and special hiring
authorities, including the Student Temporary Employment Program, the
Student Career Experience Program, and the Bilingual/Bi-Cultural
Authority to recruit qualified and talented Hispanics.

*[Departmental/Office of the Secretary]{.underline}*

-   The Departmental Minority Serving Institutions Educational
    Partnerships Office coordinates and administers DOT's *Student
    Post-Secondary Intern Program*. In FY 2002, 68 students participated
    in the program, nine of whom attend HSIs. The following DOT
    Operating Administrations sponsored students: Federal Motor Career
    Safety Administration, Federal Transit Administration, Maritime
    Administration, U.S. Coast Guard, and the Office of the Secretary.

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-   The Office of the Inspector General developed a pilot Career Intern
    Program for auditor, analyst, and information technology positions.
    Through this program, OIG hired individuals, including minorities
    and women, in a much shorter time period than the traditional
    recruitment approach.

*[Federal Aviation Administration (FAA)]{.underline}*

-   FAA promotes the use of special "on-the-spot" hiring authorities and
    other special hiring authorities (i.e., outstanding scholars
    program, temporary appointments, FAA Student Intern Program {FASIP},
    etc.). The FAA compiled a database of over 200 Hispanics that meet
    specific qualification requirements under the outstanding scholar
    provision. In FY 2002, FAA selected two outstanding scholars into
    permanent entry-level positions.

-   FAA established an FAA-wide "on-the-spot" hiring authority for
    entry-level engineering positions. This authority is being used for
    "hard-to-fill" positions and was also put in place to address the
    concerns being expressed by several lines of businesses that were
    experiencing problems in hiring and retaining engineers. A list was
    compiled that consists of over 50 Hispanic engineers that qualify
    under the special hiring authority. This list will be maintained in
    human resources and shared with the lines of (LOB) and staff offices
    (SO) for future employment consideration for entry-level engineering
    positions.

##### Federal Highway Administration (FHWA)

##### 

##### FHWA entered into a new Student Career Experience Program (SCEP) agreement on May 15, 2002 with the University of Puerto Rico, Mayaguez Campus. Participation in this program enables FHWA to maintain long-term benefits in developing its recruitment program with the ultimate goal that graduating students are hired into entry-level positions in the Professional Development Program, a career-training program with promotional opportunities to the GS-12 level. Supervisors mentor the students, evaluate the work, and participate in their education and development by providing on-the-job experience to supplement classroom instruction. As a result of this agreement, two female Hispanic civil engineering students were selected for SCEP appointments. A similar agreement has been initiated between FHWA and the Inter-American University. 

-   FHWA has lead-agency responsibility for the Summer Transportation
    Internship Program for Diverse Groups, an inter-modal internship
    program. In FY 2002, seven of the ten Hispanics hired for
    internships were recruited from the following HSIs:

    -   University of Texas at San Antonio

    -   Santa Monica College

    -   Cuny -- City College of New York

    -   University of Puerto Rico -- Bayamon

    -   University of Puerto Rico -- Mayaguez

    -   Florida International University

    -   St. Thomas University

    -   Pontifical Catholic University of Puerto Rico

    -   California State University at Chico

##### Research and Special Program Administration (RSPA)

-   RSPA's Volpe Center utilizes the Student Temporary Employment
    Program and the Student Career Experience Program to provide
    employment opportunities to Hispanics. In FY 2002, the Volpe Center
    hired 3 Hispanic students utilizing these student employment
    programs.

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-   RSPA participated in the FHWA Summer Transportation Internship
    Program for Diverse Groups (STIPDG) program, which reaches out to
    colleges and universities to provide summer employment opportunities
    for diverse groups including Hispanics. The Volpe Center provided
    job placements for two students during the summer of 2002. The Volpe
    Center also hosted a one-day visit of 35 summer interns from
    Washington DC who had participated in the STIPDG program. The
    program included an address by the Center Director, presentations by
    Center staff of current projects, and a presentation by a member of
    the Human Resources Management Division's recruitment team.

The *[St. Lawrence Seaway Development Corporation]{.underline}* (SLSDC)
and the *[Federal Railroad Administration]{.underline}* (FRA) also
utilized the Student Temporary Employment Program (two hires for SLSDC
and one hire for FRA).

**NEXT STEPS**

Increasing the representation of Hispanics within DOT's workforce will
require commitment from DOT's leadership and the financial and human
resources to develop effective recruitment and retention strategies and
programs. DOT will continue to give thoughtful and meaningful
consideration to how it supports the employment needs of Hispanics.

The following activities/plans represents only a snapshot of activities
that will be undertaken in FY 2003.

## [Departmental/Office of the Secretary]{.underline}

-   The Office of the Inspector General (OIG) will recruit for a
    Diversity Program Manager to ensure diversity within OIG workforce.

*[Federal Aviation Administration (FAA)]{.underline}*

-   FAA Air Traffic Services Organization developed hiring plan for air
    traffic controllers. FAA expects to hire several hundred air traffic
    controllers within the next several years. As a result, FAA will
    increase its efforts to recruit Hispanics through the newly
    developed FAA Air Traffic Selection and Training (AT-SAT) Program.
    The FAA HEPM will work closely with the Air Traffic Services
    organization to ensure that recruitment efforts are targeted in the
    Hispanic community. Additionally, the FAA is pursuing implementing
    initiatives in the Southwest region to specifically increase the
    Hispanic representation for air traffic controllers.

##### Federal Highway Administration (FHWA)

FHWA is currently developing its recruitment plan for FY 2003-2004 with
an objective for increased diversity of applicants. Within this plan,
the following strategies have been identified to increase the
representation of Hispanics for entry-level, mid-career level, senior
executive and student positions:

-   Nationwide recruiters will establish partnerships with schools
    affiliated with the Hispanic Association of Colleges and
    Universities and Hispanic Serving Institutes: to solicit
    applications for entry-level and intern positions; visit Professors
    and Deans of Engineering schools; meet with faculty; attend career
    days and fairs to share employment and education information related
    to specific highway disciplines; sponsor events; and, participate in
    workshops and make presentations to students.

-   Continue to attend Annual Hispanic Conferences and Career Expos for
    professionals, along with the agency Hispanic Program Manager or
    other Hispanic employees, to establish contact with individuals
    interested in employment opportunities.

-   Continue to place ads in various publications with large Hispanic
    populations to recruit for technical and professional positions.

-   Promote more efforts by Agency professionals to mentor students in
    all grades, attending Hispanic schools, colleges and universities;
    to offer exposure to transportation fields; encouragement to enroll
    in institutes of higher education in the fields of science, civil
    engineering and transportation; and to serve as hosts.

-   Increased advertising in Hispanic magazines, such as the Latino Expo
    and the Society of Hispanic Professional Engineers (SHPE).
    Attendance at the 2003 SHPE National Technical and Career
    Conference. The conference is one of the largest technical and
    career conferences for Hispanics in the country attracting 3,000
    engineering professionals, students and corporate representatives
    that will provide an opportunity to recruit top talent.

-   Continue to support the Department's agreement with the Hispanic
    Scholarship Fund Institute through work assignments and funding.

##### Federal Railroad Administration (FRA)

-   The FRA Offices of Civil Rights and Human Resources will work with
    its budget office to identify resources for attending conferences
    and career fairs, particularly those events that attract a larger
    number of Hispanics.

-   FRA will strongly encourage managers to identify position vacancies
    at lower grade levels as a way to recruit Hispanics.

-   FRA will provide Spanish language training courses to its employees.

-   The FRA Office of Human Resources will analyze Exit Interview Forms
    completed by Hispanic employees to identify any retention problems.

*[National Highway Traffic Safety Administration]{.underline}*

-   NHTSA will create a database of minority and disabled organizations
    to disseminate employment information via broadcast fax, e-mail or
    regular mail. This database will produce an easy access directory
    for the human resource specialists to review or to share information
    to strategize with hiring managers and it will give us an idea as to
    when a contact will host a job fair that we can attend in the
    future.

##### Research and Special Programs Administration (RSPA)

-   RSPA is developing a formal internship program that will focus on
    intake for mission-critical jobs in engineering and transportation
    specialists at RSPA headquarters and selected field activities. The
    goals of the program are to increase diversity, address skill gaps
    in core mission occupations, and build sustained pipelines to meet
    the challenges of projected retirements. Accessing applicant pools
    from minority constituent groups will be critical to the success of
    the program.