# Presentation: 412024

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

- <date/time>

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## 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 VHA, through July.  National RCLF for VHA occupations as of July, from 2000 Census.

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

 Step 1, 2005, Sep, VHA/VISN, VISN 3
 Step 2, 2006, Sep
 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

## Hires v. RCLF

**%**

- FY 2007 permanent and temporary hires for VHA, through July.  National RCLF for VHA occupations as of July, from 2000 Census.

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

 Step 1, 2006, SEP,  National		
 Step 2,  Special Hiring Authorities
 Step 3, VHA
 Step 7, Permanent and Temporary

## Special Hiring Authorities

**%**

- FY 2007 permanent and temporary hires for VHA, through July.  National RCLF for VHA occupations as of July, from 2000 Census.

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

 Step 1, 2006, SEP,  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 VHA through July.

- %

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

 Step 1, 2007,July, VHA, VISN3
 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 July.

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

Step 1, 2007, July, VHA, VISN 3
 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.                                                                   	*= 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: VHA GS grade 14-15 + Nurse 4-5.  Total: Supervisory level 1-4, permanent only.

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

Step 1, 2007, July, National, 
 Step 2, VHA
 Step 6, Permanent and Temporary

## Career Improvement

**%**

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

**Notes:**
Data source: VSSC, Workforce Planning, Career Improvement Report

Step 1, 2006, Sept, National
 Step 2, 2007, July
 Step 3, VHA
 Step 5, Permanent and Temporary

## Anticipated Change in Leadership

- Likely to retire within 10 years.

- FY 2007 GS 12-15 permanent and temporary for VHA, 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.

## VHA FY 2006 Targeted DisabilitiesAvailability and Promotion Rate

- Promotions rate should track availability rate.  Note that in VISNs where representation is low, promotion rate tends to be much lower.

**%**

**Notes:**

DATA SOURCE: VHA MD-715 Issues.bbk data cube – report 26a
Rows: Organization – VHACO, all VISNs
Columns: Handicap – No Handicap, Targeted Disability, Non-targeted Disability 
Background: 
Appointment - Permanent 
Citizen - US
Handicap – Targeted Disability
Measures – Monthly Action
Medical Resident: Non-Medical Resident
Pay Status - Pay

Also: report 26b, similar but showing promotions

## Disability Hiring Authorities

| VHA Regional Groups | 30% Service Connected Disability | Disabled Veteran, Chap. 31 Training | Mental or Physical Disability | VA Schl. A BVA or Readjust. | WKFCE RCMT Program (WRP) |
| --- | --- | --- | --- | --- | --- |
| Southern | 16 | 1 | 12 | 33 | 0 |
| Western | 15 | 0 | 5 | 5 | 0 |
| Eastern | 7 | 0 | 14 | 0 | 0 |
| Central | 6 | 0 | 2 | 6 | 0 |
| VHA/CANTEEN | 44 | 1 | 35 | 44 | 0 |

- Out of 27,721 total hires in permanent and temporary positions as of July 2007.

**Notes:**

DATA SOURCE: VSSC, Nature of Action, Nature of Action Breakout Report

 Step 1, 2006, SEP, VHA VISN, Southern (VISN 6,7,8,9,16,17), Western (18,19,20,21,22), Eastern (1,2,3,4,5), Central (10,11,12,15,23), and All VISNs
 Step 2, Special Hiring Authorities 	
 Step 3, VHA + CANTEEN
 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.

## VISNs % Disabled Veterans

**%**

- VISNs 1, 2, 3, 4, 5, 10, 11, and 12 are below 6% disabled veterans
- July 2007 VHA permanent and temporary

**Notes:**

DATA SOURCE: VSSC, Workforce Planning, Veteran Report

 Step 1, 2006, SEP, VHA/VISN, Select each VISN separately and all VISNs
 Step 2, VHA/Canteen 	
 Step 6, Permanent and Temporary 

## Age and Veteran Status

- VHA FY 2007 permanent, through July.

- 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

- VHA FY 2007 permanent hires, 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 – Monthly Action
	Noa - GAIN
	Organization - VBA
	Medical Resident - Non-Medical Resident
	Pay Status - Pay

## 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.