# Presentation: 659780

##  Veterans Health AdministrationVISN 21 MD-715 Workforce Data   for FY 2008 Part I Plan

**EQUAL EMPLOYMENT OPPORTUNITY**
- A program office within VA’s
- Office of Human Resources and Administration

-  Veterans Health AdministrationVISN 21 MD-715 Workforce Data   for FY 2008 Part I Plan

- <date/time>

- <footer>

## Labeling Conventions

**MD-715** refers to EEOC Management Directive 715.
**Onboard** workforce data is from the end of FY 2006.
**RCLF **refers to the Relevant Civilian Labor Force from the 2000 Census, which is limited to VBA occupations in VBA proportions.
**RNO** = Race and National Origin, and is abbreviated:
**WM** = White Male; **WW** = White women;
**BM** = Black or African American men; **BW **= Black or African American women;
**HM** = Hispanic or Latino men; **WH** = Hispanic or Latino women;
**AM** = Asian American or Pacific Islander men;
**AW **= Asian American or Pacific Islander women
**IM or Indian **= American Indian or Alaska Native men;** **
**IW or Indian** = American Indian or Alaska Native women

## Barrier 1: Underrepresentation

**%**

- FY 2007 permanent and temporary onboard for VISN 21, through August.  Regional RCLF for VISN 21 occupations as of August, from 2000 Census.

**Notes:**
Data source: VSSC, UREP Change Report under Workforce Planning

 Step 1, 2006, Sep, VHA/VISN, VISN 1
 Step 2, 2007, Aug
 Step 3, VHA
 Step 7, Permanent and Temporary 

Note: The UPEP Change Report currently only provides national RCLF data.  For regional or local data, use the VSSC RCLF Change Report, select the appropriate level in Step one and be sure to select VHA in Step 3 or you get National RCLF data regardless of your selection in Step 1.

## Barrier 1: Underrepresentation Triggers

**Notes:**
Data source: VSSC, RCLF Change Report under workforce planning.

 Step 1, 2005 SEP, Station, 526, 561, 620, 630, and 632	
 Step 2, 2007 July, VHA
 Step 3, Group selection for graph
 Step 4, VBA	
 Step 8, Permanent and temporary

## Barrier 1: Underrepresentation Triggers

**Notes:**
Data source: VSSC, RCLF Change Report under workforce planning.

 Step 1, 2005 SEP, Station, 526, 561, 620, 630, and 632	
 Step 2, 2007 July, VHA
 Step 3, Group selection for graph
 Step 4, VBA	
 Step 8, Permanent and temporary

## Barrier 1: Underrepresentation Triggers

**Notes:**
Data source: VSSC, RCLF Change Report under workforce planning.

 Step 1, 2005 SEP, Station, 526, 561, 620, 630, and 632	
 Step 2, 2007 July, VHA
 Step 3, Group selection for graph
 Step 4, VBA	
 Step 8, Permanent and temporary

## Barrier 1: Underrepresentation Triggers

**Notes:**
Data source: VSSC, RCLF Change Report under workforce planning.

 Step 1, 2005 SEP, Station, 526, 561, 620, 630, and 632	
 Step 2, 2007 July, VHA
 Step 3, Group selection for graph
 Step 4, VBA	
 Step 8, Permanent and temporary

## Hires v. RCLF

**%**

- FY 2007 permanent and temporary hires for VISN 21, through August.  Regional RCLF for VISN 21 occupations as of August, from 2000 Census.

**Notes:**
Data source: VSSC Nature of Action, Nature of Action Breakout Report 

 Step 1, 2007, August,  National		
 Step 2,  Special Hiring Authorities
 Step 3, VHA
 Step 7, Permanent and Temporary

## Special Hiring Authorities

**%**

- FY 2007 permanent and temporary hires for VISN 21, through August.  Regional RCLF for VISN 21 occupations as of August, from 2000 Census.

**Notes:**
Data source: VSSC Nature of Action, Nature of Action Breakout Report 

 Step 1, 2007, August,  National		
 Step 2,  Special Hiring Authorities
 Step 3, VHA
 Step 7, Permanent and Temporary

## Barrier 1 EEO Plans

- Specify the groups with triggers, including any unique to your location.
- Identify any specific occupation triggers for these groups.
- Identify *specific* targeted recruitment plans for these groups in addition to current practice, showing how outreach and Special Hiring Authorities will be increased for underrepresented groups.

## Barrier 2: Promotion Rate

- FY 2007 Permanent and temporary  **GS/GM 13-15** promotions for VISN 21 through August.

- %

**Notes:**
Data source VSSC, MD-715 (Federal Agency Annual EEO Program Status Report).

 Step 1, 2007,August, VHA, VISN 1
 Step 2, VHA
 Step 3, Permanent and Temporary
 Step 5, GS/GM 13-15 (also: all occupations except doctors and nurses)

## Promotion Rate

**%**

- FY 2007 permanent and temporary promotions for **RNs grade 2-5** through August.

**Notes:**
Data source: VSSC, MD-715 (Federal Agency Annual EEO Program Status Report).

Step 1, 2007, August, VHA, VISN 1
 Step 2, VHA
 Step 3, Permanent and Temporary
 Step 5, title 38 nurse grade 2-5 

## Promotion Rate Trigger

-       No Disability                        Targeted Disability

- FY 2006 permanent and temporary promotion grade comparison and targeted disability profile for **GS/GM** grades for VHA VISN 21.                                                                   	*= one grade interval series, **= two grade interval series

- %

- %

**Notes:**
Data source: VSSC, MD-715 (Federal Agency Annual EEO Program Status Report).

Step 1, 2006, SEP, VHA/VISN, VISN 3
 Step 2, VHA
 Step 3, Permanent and Temporary
 Step 5, GS/GM 13-15, 3-12 single, and 7-12 double grade intervals

## Leadership

- Pool: VISN 21 GS grade 14-15 + Nurse 4-5.  Total: Supervisory level 1-4, permanent only.

## Career Improvement

**%**

- Pool: VISN 21 GS grade 1-9, permanent only.                                                     Improved: Those who moved to occupation with higher average grade

**Notes:**
Data source: VSSC, MD-715 (Federal Agency Annual EEO Program Status Report).

Step 1, 2006, SEP, VHA, VISN 3
 Step 2, VHA
 Step 3, Permanent and Temporary
 Step 5, title 38 nurse grade 2-5 

## Anticipated Change in Leadership

- Likely to retire within 10 years.

- FY 2007 GS 12-15 permanent for VISN 21, through August.

## Barrier 2 EEO Plans

- Identify positive correlation between promotions and availability.
- Identify RNO/gender groups by occupation group that have a trigger, and describe the plan to investigate mitigating circumstances.
- Identify trigger for employees with targeted disabilities, the plan to investigate, and the plan to resolve.

## Barrier 3: Targeted Disabilities 

| Goal: 2% | Execution |
| --- | --- |
| STATION 358 | 0.00% |
| STATION 612 | 0.78% |
| STATION 640 | 0.79% |
| STATION 662 | 0.97% |
| STATION 459 | 1.08% |
| STATION 570 | 1.42% |
| STATION 654 | 1.71% |
| VISN 21 | 0.99% |

- As of August 2007 permanent and temporary VHA VISN 21 stations listed in execution order.  **Note:** All stations below VA 2% goal.

**Notes:**
Data source: VSSC, Workforce Planning, Targeted Disabilities 

 Step 1, 2007, July, VHA VISN, VISN 3
 Step 2, Select VHA 		
 Step 4, Permanent and Temporary

## Special Hiring Authorities

| 
Station | 30% Service Connected Disability | Disabled Veteran, Chap. 31 Training | Mental or Physical Disability | VA Schedule A BVA or Readjust. | Workforce Recruitment Program (WRP) |
| --- | --- | --- | --- | --- | --- |
| 358 | 0 | 0 | 0 | 0 | 0 |
| 459 | 0 | 0 | 0 | 0 | 0 |
| 570 | 0 | 0 | 0 | 4 | 0 |
| 612 | 0 | 0 | 0 | 0 | 0 |
| 640 | 0 | 0 | 0 | 0 | 0 |
| 654 | 0 | 0 | 0 | 0 | 0 |
| 662 | 0 | 0 | 0 | 0 | 0 |
| VISN 21 |  0 | 0 | 0 | 4 | 0 |

- Figures based on 1,527 total hires as of August 2007 in permanent and temporary positions for VISN 21.

**Notes:**
Data source: VSSC, Nature of Action, Nature of Action Breakout Report

 Step 1, 2007, July, VHA VISN, VISN 3,Station and V03 526, 561, 620, 630, and 632 (check box to show by station)
 Step 2, Special Hiring Authorities 	
 Step 3, VHA
 Step 7, Permanent and temporary

## Barrier 3 EEO Plans

- Specify plans to train and use Selective Placement Coordinators, and metrics for their effectiveness.
- Specify plans to increase recruitment through disability affinity groups.
- Specify plans to increase use of Special Hiring Authorities.
- Detailed plans to increase representation in stations with low representation.
- Numeric goals are appropriate here.

## Barrier 4: Disabled Veterans

- VA discovered that many veterans had not self-identified and so did not show up in our data base.  The Beneficiary Identification Relocator System (BIRLS) data from DoD corrected that starting in December FY 2007.
- This means that FY1996-2006 trend data does not include BIRLS data.
- Important: For valid results, FY 2007 trend data should start with December FY 2007, not September FY 2006.
- The addition of BIRLS data does not affect the direction of the trends.

## VISN 21  by Station and Rank by Disabled Veteran % of Onboard

| Rank | DV % |
| --- | --- |
|  Station 662 | 3.50 |
| Station 640 | 3.79 |
| Station 570 | 6.24 |
| Station 612 | 6.59 |
| Station 654 | 7.31 |
| Station 459 | 10.62 |
| Station 358 | 50.00 |

**Notes:**
Data source: VSSC, Workforce Planning, Veteran Report

 Step 1, 2007, July, Station, VHA VISN, VISN 3 also Station, V03 526, 561, 620, 630, and 632 (check box to show breakout)
 Step 2, VHA	
 Step 6, Permanent and temporary

## Age and Veteran Status

- FY 2007 permanent for VISN 21, through August.

- Likely to retire within 10 years

**Notes:**
Data source: VBA MD-715 Issues.bbk data cube – report 32
Rows: Veterans Preference – Non-Veteran, Veteran Disabled, Veteran Not Disabled
Columns: AES age: 25-29, 30-34, 35-39, 40-44, 45-49, 50-54, 55-59, 60-64, 65-70, 70+
Background: FY - 2006
	Appointment - Permanent 
	Citizen - US
	Measures - Onboard employee
	Organization - VBA
	Medical Resident - Non-Medical Resident
	Pay Status - Pay

## Age of Hires by Veteran Status

- Likely to retire within 10 years

- FY 2007 permanent for VISN 21, through August.

## Barrier 4 EEO Plans

- Ensure that the Selective Placement Coordinators are fully trained to answer questions from veterans applying for jobs and advocate on their behalf.
- Coordinate with near-by veterans’ affinity groups.
- Reach out to near-by areas that may have concentrations of veterans, such as Indian Reservations.
- Expand use of relevant Special Hiring Authorities.

## Barrier 5: Training

- Specific plans to train EEO staff in anticipation of turnover in EEO managers.
- Specific plans to gain competency in barrier analysis and targeted recruitment.
- Specific plans to train younger managers to move up in anticipation of spike in retirement.