# Presentation: 763592

## Management Directive 715 Broad Based Deficiencies and Recommended Actions

- (Bureau Name)

***This template is for your use to create your bureau State of the Agency briefing.  This template is not all inclusive and can be altered/tailored to your bureau specific needs. ******Delete this box when editing***

## General Workforce Demographics

## (Bureau Name) Workforce Demographic Data FY 20XX

**** Civilian Labor Force (CLF): Data derived from the decennial census reflecting persons, 16 years of age or older who were employed or seeking employment, excluding those in the Armed Services.  CLF data used is based on the 2000 Census.***

**M/T: Total Males****	****F/T: Total Females**
**WM: White Males****	****WF: White Females**
**BM: Black Males****	****BW: Black Females**
**HM: Hispanic Males****	****HF: Hispanic Females**
**AM: Asian Males****	****AF: Asian Females**
**AIM: American Indian Males**
**AIF: American Indian Females**
**HPIM: Hawaiian Pacific Islander Males**
**HPIF:  Hawaiian Pacific Islander Females**
**2+M: Two or More Races Males**
**2+F: Two or More Races Females**

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**Notes:**
You can see the representation rates for 05/06 in comparison to the CLF and note that we have lower representation rates in the following groups:
MOVE TO NEXT SLIDE

## (Bureau Name) Workforce Comparison to the Federal Workforce and CLF

|  | Government
FY 2005 | (Bureau Name)
FY 2006 | 2000 CLF |
| --- | --- | --- | --- |
| % Men | 57.0% | 36.0% | 53.2% |
| % Women | 43.0% | 64.0% | 46.8% |
| % White Males | 40.7% | 25.8% | 39.0% |
| % White Females | 26.2% | 35.9% | 33.7% |
| % Hispanic Males | 4.5% | 2.5% | 6.2% |
| % Hispanic Females | 2.9% | 5.8% | 4.5% |
| % Black Males | 7.8% | 5.5% | 4.8% |
| % Black Females | 10.4% | 19.1% | 5.8% |
| % Asian Males | 3.3% | 1.75% | 2.1% |
| % Asian Females | 2.5% | 2.45% | 1.9% |
| % American Indian/ Alaskan Nat. Males | 0.7% | 0.26% | 0.3% |
| % American Indian/
Alaskan Nat. Females | 0.9% | 0.58% | 0.3% |

- Boxes shaded in yellow indicate representation rates below the CLF.

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## Trigger or Deficiency:Example: Potential Glass Ceiling for Females and Minorities

**(Bureau Name) Participation Rates for Males ****and Females in General Schedule Grades****(Permanent Employees) **

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**(Bureau Name) Participation Rates for Minority Males and Females in General Schedules****(Permanent Employees)**

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## Identified Deficiency/Trigger – Example: Potential Glass Ceiling

**There appears to be a “glass ceiling” for females and minorities at the GS xx-xx pay grades. **
**Unclear at this time if problem is in recruitment of (or) career development.**

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## Recommendations
State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**State your bureau specific recommendations here on how to address the trigger/deficiency.****	**
**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger – ****Potential Glass Ceiling**

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## Targeted Disability Participation Rates

## Top Five Agencies In FY 2005 with Highest % of People with Targeted Disabilities

*  **Equal Employment Opportunity Commission Annual Report, 2005*
*  **During FY 2006 Treasury’s participation rate for employees with Targeted disabilities decreased to 1.76%*
**  ****Federal workforce representation of employees with targeted disabilities was 0.96% in FY 2005**

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## (Bureau Name) Permanent WorkforceDisability Demographic 

**  ****Agencies use the FY 2006 Federal high employment rate** **(_____%) of people with targeted ****	****disabilities as their benchmark. **
**  ****In FY 20__ (Bureau Name) was below the Federal high with an employment rate of ____% with targeted ****	****disabilities. **
** ****(Bureau Name)**** targeted disability representation rate of permanent and temporary employees**
**   ****decreased by ____% from FY 20__ , which equates to a loss/gain of ____ employees with targeted**
**   ****disabilities.**
**  ****Federal workforce representation of employees with targeted disabilities was ____% in FY 20___**
**  ****Targeted disabilities includes deafness, blindness, missing limbs, partial paralysis,**** ****convulsive disorder,**
**    ****mental retardation, mental illness, and distortion of limb/spine. **

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## Recommendations
State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**State your bureau specific recommendations here on how to address the trigger/deficiency.****	**
**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger –                 ****Low Representation –Targeted Disabilities**

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## Treasury Employee Separation Rates

## Triggers/Deficiencies
Voluntary separations (____%) for White women are at a rate greater than their overall representation (_____%).

Involuntary separations (____%) for Hispanic women are at a rate greater than their overall representation (____%).

Voluntarily separations (____%) for men are above their overall representation (____%).

Voluntary separations (____%) and Involuntary separations (____%) for Hispanic males are at a rate greater than their overall representation (____%)

**Voluntary separations (____%) for White women are at a rate greater than their overall representation (_____%).**
**Involuntary separations (____%) for Hispanic women are at a rate greater than their overall representation (____%).**
**Voluntarily separations (____%) for men are above their overall representation (____%).**
**Voluntary separations (____%) and Involuntary separations (____%) for Hispanic males are at a rate greater than their overall representation (____%)**

**Identified Deficiency/Trigger –                 ****Employee Separation Rates**

## Recommendations:
State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**State your bureau specific recommendations here on how to address the trigger/deficiency.****	**
**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger –                 ****Employee Separation Rates**

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## Alternative Dispute Resolution (ADR)

## ADR Use in the Pre-Complaint & Formal Complaint  Process 

|   | Counseling/
Complaints | ADR Offers |  | ADR Participation |  |
| --- | --- | --- | --- | --- | --- |
|  | # | # | % | # | % |
| FY 2005
Pre-Complaint 
Counseling | 1259 | 1175 | 93.32% | 286 | 22.71 |
| FY 2006
Pre-Complaint 
Counseling | 1,019 | 992 | 97.4% | 314 | 30.8% |
| % Change 
FY 2005 to FY 2006 | -19.06% | -15.57% |  | 9.79% |  |
| FY 2005 Formal Complaints* | 613 | 168 | 27.41% | 21 | 12.5%
 |
| FY 2006 Formal Complaints* | 488 | 79 | 16.19% | 12 | 15.19% |
| % Change
FY 2005 to FY 2006 | -20.39% | -52.97 |  | -9.89% |  |

*** ADR offers and participation rates are based on data reported in bureau 462 reports for FY 20___ and FY 20___**

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## ADR participation rates in the informal process, has increased. However, the majority of the employees are declining ADR.

There is a decrease in ADR participation during the formal complaint process. 

**There is a decrease in ADR participation during the formal complaint process. **

**Identified Deficiency/Trigger –                 ****Alternative Dispute Resolution (ADR)**

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## Recommendations –
State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**State your bureau specific recommendations here on how to address the trigger/deficiency.****	**
**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger –                 ****Alternative Dispute Resolution (ADR)**

***Replace with bureau specific issues***

## Complaint Data

## (Bureau Name) Formal Complaint TrendsFY 20__ through FY 20__

-   The number of complaints filed in the Federal Government have decreased by ___% from the number filed from
-     the pervious year.
-   (**Bureau Name**) has noted a decrease of ___% in the number of complaints filed in FY 20__ compared to FY 20__.

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## Average Investigation Processing Days

*Equal Employment Opportunity Commission Annual Report, 20__*

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## Agencies With the Highest % of Timely Merit Decisions (No AJ)

|  | Total | Number | % |
| --- | --- | --- | --- |
| Agency | Work Force | Issued | Timely |
| *DCA | 15,923 | 40 | 100% |
| USPS | 800,742 | 2791 | 89.8% |
| NAVY | 187,535 | 189 | 76.7% |
| TREASURY | 123,454 | 224 | 64.3% |
| DOT | 55,604 | 96 | 62.5% |

***Equal Employment Opportunity Commission Annual Report, 20__***
***Defense Commissary Agency**

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## Average Merit Decisions (No AJ) Processing Days

*Equal Employment Opportunity Commission Annual Report, 2005*

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## Bases Raised in Discrimination Complaints in FY 20___

**Bases Raised in Discrimination Complaints in FY 20___**

**NOTE: Multiple bases may be raised in a complaint.**

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## Issues Raised in Discrimination Complaints in FY 20__

**Note: “Other” category consists of Retirement (__%), Reinstatement (__%), Duty Hours (___%),** **Awards (__%), Conversion to Full Time (__%), Appointment/Hire (__%) and Other (__%) complaints.  Multiple issues may be raised in a complaint.**

**Issues Raised in Discrimination Complaints in FY 20__**

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## State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger –                 ****Efficiencies in Complaint Processing**

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## EEO/HR Collaboration

## State your bureau specific recommendations here on how to address the trigger/deficiency.	
Develop...
Provide...
Identify...
Establish...

**Develop...**
**Provide...**
**Identify...**
**Establish...**

**Identified Deficiency/Trigger –                 ****Bureau Collaboration**

***Replace with bureau specific issues***