Defense Threat Reduction Agency

2019 Annual Federal Equal 

Opportunity Recruitment Program 

(FEORP)

Fiscal Year 2019 Accomplishments

and Fiscal Year 2020 Plan 

Human Resources Directorate 

and

Equal Opportunity & Diversity Programs 

Office 

8725 John J. Kingman Road | Fort Belvoir, VA 22060 
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Table of Contents

 

ANNUAL FEORP PLAN CERTIFICATION................................................................................ 3

ACCOMPLISHMENTS AND PROMISING PRACTICES ......................................................... 4

DIVERSITY AND INCLUSION FY 2020 PLAN......................................................................... 6

STRATEGIC EMPLOYMENT FOR HISPANIC EMPLOYMENT ACTIVITIES........................8

STRATEGIC EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES ACTIVITIES...... 10

FEORP PROGRESS TRACKER ................................................................................................. 12
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Accomplishments and Promising Practices

Recruitment Strategies: In FY 2019, the Human Resource Directorate (HR) continued to network 

and establish relationships with community partners and organizations including Disability and 

Veteran organizations to attract diverse talent in mission critical occupations. HR worked with 

Supervisors and Hiring Managers on the Schedule A process, Workforce Recruitment Program 

(WRP) and the 30% Disabled Veterans Program. Three WRP participants from FY18 were 

extended in addition to one new participant for FY19. During FY 2019, the Agency also made one 

Schedule A appointment and hired 101 Veterans, of which 18 had a disability rating of 30% or 

more.

Agency Mentoring Program: The Agency Mentoring Program grows internal talent and increases 

the overall communication and collaboration across DTRA as it continues to be the DoD model. 

The FY 2019 program consisted of 111 civilian employees. Among our mentors were 13 Senior 

Executive members. DTRA Senior Leaders played an active part in the program by hosting brown 

bags and participating in key program activities. Senior leaders met with mentees on a regular basis 

in a relaxed environment to discuss key points centered around the program's featured book, 

"Becoming a Person of Influence," by John C. Maxwell. The program hosted a workshop that 

focused on "Increasing your Circle of Influence" and where the speaker helped mentor participants

to become stronger leaders through ownership, focus, and commitment. The participants also 

participated in a "Communicating with Style" session where they explored strategies for building 

and enhancing productive relationships. A new feature in FY19 was our Mentoring Cafés which 

allowed mentees to share ideas and best practices with their fellow mentees. We offered a similar 

session for mentors. The DTRA Director showed his support by meeting with the participants to 

share mission updates and provided an opportunity for them to ask questions in a casual setting.

Diversity Internship for DTRA: The Pacific Northwest National Laboratory (PNNL) and DTRA 

continue to collaborate and create opportunities for diverse students in Science, Technology, 

Engineering and Math and PolySci fields. The Diversity Internship for DTRA (DID) welcomes 

students currently attending a minority-serving institution (MSI) who are excited about tackling 

hard problems in National Security and applying cutting-edge research to make our nation safer and 

stronger. Internships are for 8-12 weeks during the summer and are available in Richland, WA. 

Travel and housing assistance for interns is also provided. In FY 2019, DTRA sponsored five DID 

interns and plans to increase that number in the future.

Albuquerque (ABQ) C.U.L.T.U.R.E Initiative: In FY 2019, DTRA ABQ implemented its 

C.U.L.T.U.R.E. initiative. 

• Care – Care about what you do every day. Care about each other.

• U – You are the most valuable Agency’s asset.

• Learning – Learn from what we do wrong and what we do right.

• Teamwork – Teamwork is the individual commitment to the group effort.

• Us – We are in this together.

• Results – We are a results oriented Agency.

• Excellence - We strive for this in everything we do.

The acronym is a quick focal point and a reminder of the importance of building and enhancing an 

inclusive culture. Throughout the year, ABQ promoted its C.U.L.T.U.R.E. Conversations through 

monthly emails as well as hosted various presentations and trainings such as: True Colors 
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Assessment, Generations in the Workplace Panel Discussion and Implicit Bias training to promote 

and enhance employee engagement. In addition, ABQ conducted 3 EO for Newcomers and 3 Civil 

Treatment Training for the workforce. 

Federal Employee Viewpoint Survey: EO administered the FY 2019 FEVS and engaged the 

DTRA Senior Leaders and Directorates to communicate the Agency’s employee survey results. 

Some of the highlights were the Agency employees loved the mission, 96% expressed that they are 

willing to put in the extra effort to get the job done. Employees (95%) also indicated that they are 

always looking for better ways to do their jobs and 88% of DTRA employees felt that the 

organization is prepared for potential security threats. The most notable change was the positive 

trend concerning “poor performers”. Employees (41%) indicated steps are taken to deal with poor 

performers, an increase of +5% from 2018; employees (56%) felt that they are recognized for doing 

a good job, an increase of +5% from 2018. Employees (45%) also felt that differences in 

performance are recognized in a meaningful way, also a +5% increase from 2018. Additionally, 

there was a +4% increase from 2018 for the following questions; employees (71%) indicated that 

prohibited practices are not tolerated; and 67% of the employees understood what was needed to be 

rated at different performance levels. 

Climate Assessment: As a result of the Office of Personnel Management (OPM), Federal 

Employee Viewpoint Survey (FEVS), the Agency Director instructed the EO Office to aggressively 

address the FEVS issues and identify trends Agency-wide. During FY 2019, the Proactive 

Prevention Team utilized the DTRA High Negative and Trailing items to develop and administer an 

Agency-wide Climate Assessment for 10 of the Agency Directorates to identify blind-spots and 

trends. Additionally, EO solicited inputs and recommendations from each Directorate to address 

the issue with poor performers and develop best practices for Employee Engagement.
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DIVERSITY AND INCLUSION STRATEGIC PLAN

The Defense Threat Reduction Agency (DTRA) has set the following goals for Fiscal Year (FY) 

2020 Inclusive Diversity Strategic Plan

Goal 1: Diversify DTRA’s Workforce through Active Recruitment: 

Fiscal Year (FY) 2020 Recruitment Strategies: DTRA Human Resources (HR) Directorate will 

continue to implement broad outreach strategies to shape the next generation workforce that possess 

DTRA’s select critical emerging skillsets. For FY 2020, we have embarked on an intentionally 

targeted outreach and engagement plan to target a diverse, highly qualified workforce with the 

knowledge, skills and abilities to meet the Agency’s need now and in the future. The Agency will 

continue to maximize the use of special hiring authorities as a supplement to competitive hiring 

processes as we partner with diverse organizations and institutions to help recruitment from all 

segments of society. 

Develop Strategic Partnership with Academic Institutions and Associations: To further

programmatic success, DTRA will bolster existing well-established outreach relationships while 

building new relationships and partnerships for recruitment opportunities. The Agency already 

works with hundreds of identified schools/universities, specifically targeting career services,

faculty members, student organizations, and clubs, etc. to facilitate targeted recruiting and 

outreach efforts. Additionally, providing opportunities for students, Career Services staff, and

faculty members to visit DTRA work sites to observe firsthand the exciting mission tasks being 

accomplished by the Agency.

Support Minority Serving Institutions: DTRA will continue its partnerships with minority 

serving institutions, affinity groups, Wounded Warrior Transition Units, Transitioning Services 

Offices, and STEM organizations by engaging program offices, information sessions, STEM 

competitions, etc. to ensure the recruitment of a diverse workforce. 

Goal 2: Including and Engaging DTRA’s Workforce: 

Employee Resource Groups (ERGS): The EO Office will finalize the ERG charter and establish 

its Agency-wide ERGs in FY 2020 to assist in engaging employees and to carry out the Agency’s

strategic goals and priorities. The ERGs will:

• Improve the corporate culture

• Assist with Special Emphasis events and support D&I goals 

• Contribute to the success of the Agency through diverse ideas

• Aid in the Agency recruitment efforts of diversify applicant pool

• Create a climate to enhance employee engagement and retention

• Foster employee connectivity and professional development through support of Mentoring, 

networking and workshops

EO will continue to engage SES’s to serve as ERG champions for the following groups: Hispanics, 

Women, African American, Native American, Asian, American/Pacific Islander, Individuals with 

Disabilities and Lesbian, Gay, Bisexual, Transgender, Questioning, Intersex and Advocate. 
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Diversity and Inclusion Council: In FY 2020, the Agency anticipates establishing a Diversity and 

Inclusion Council. The first priority would be to develop and finalize the Diversity and Inclusion 

Strategic Plan in accordance with Office of Personnel Management (OPM) 2016 Government-wide 

(second phase) D&I framework. The facilitated effort with members of the D&I Council will 

provide various perspectives and ideas and ensure an inclusive Agency plan. 

Employee Engagement Initiatives: The Agency will evaluate the Federal Employee Viewpoint 

Survey (FEVS) to determine the organization’s increases and decreases in Employee Engagement, 

Global Satisfaction and New IQ index scores to determine the percentage of responses in the FEVS 

and seek to identify best practices and lessons learned. EO will also pilot cultural awareness 

campaigns to enhance the Agency’s culture in various remote locations throughout the Agency. 

These efforts will ensure everyone is valued, appreciated and treated with respect while building a 

healthy and inclusive culture. 

Diversity and Inclusion (D&I) Dialogues Training Initiatives: EO will continue to provide 

training on Cultural Competency, Cultural Diversity, Inclusion, Bullying in the Workplace, MicroAggressions, Diversity in Mediation and Implicit and Unconscious Bias for the workforce to ensure 

awareness and discuss topics to help reduce cultural blind-spots. In addition, we will host quarterly 

Women in the Workplace (Lean In) Brown Bags sessions to encourage women (co-workers, 

colleagues, etc.) to learn new skills, share ideas, network, and address some of the ongoing 

workplace trends.

Anti-Harassment Program (AHP): In FY 2020, the Agency will finalize and issue the AntiHarassment policy as well as provide training to supervisors and managers on how to take 

immediate and appropriate corrective actions to prevent harassing conduct in the workplace. The 

team will host a Harassment Free Work Zone week to promote the AHP program.

Goal 3: Optimize Inclusive Diversity Effort using Data Driven Approaches

EEO Complaints: EO will continue to assess and update its current iComplaints data management 

tool as well as strengthen EEO Compliance by conducting comprehensive analysis to identify 

discrimination and complaint trends within the workplace. These efforts will ensure efficient 

access and ease in the 462 report and No FEAR quarterly and annual reports. 

Collect and Analyze External Applicant Flow Data: The Agency will continue to collect and 

analyze applicant flow data to determine areas of low participant rates in its applicant pool and 

determine areas of improvement in the Agency’s recruitment efforts. This information will be 

analyzed to learn the current demographics of the applicant pool and determine how our current 

recruiting and outreach practices can reach a diverse pool of qualified jobseekers.
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STRATEGIC ACTIVITIES RELATING TO HISPANIC 

EMPLOYMENT ACTIVITIES 

In FY 2019, the Defense Threat Reduction Agency (DTRA) continues to use a variety of strategic 

initiatives to improve Hispanic Employment within the Agency.

Hispanic Working Group (HWG): In FY 2019, the DTRA Albuquerque (ABQ) EO Office 

reestablished the Hispanic Working Group (HWG) to assist with identifying and addressing barriers 

causing the low participation rate. There were nine individuals who volunteered to support this 

effort, including an HR Representative, the ABQ Site Chief and two Active Duty personnel. The 

group began discussion on topics such as recruitment, retention and advancement of Hispanics 

within DTRA. The initial effort consisted of reviewing the 2014 Hispanic Barrier Analysis Final 

Report, specifically, the HWG Recommendation Matrix to identify completed items as well as 

actions to be resolved. The intent of the HWG is to engage its employees while examining and 

addressing employment-related issues. 

Recruitment and Outreach: EO and HR attended numerous recruitment and outreach efforts with 

a potentially high Hispanic participation rates including the Kirtland AFB Air Show (May 2019) 

and the Transition Assistance Program (TAPS) Job Information Fair (May 2019). The Oak Ridge 

Institute for Science and Education (ORISE), conducted an in-residence Joint Science and 

Technology Institute (JSTI) Science, Technology, Engineering, and Mathematics (STEM) camp 

with the Agency’s participation. Also in FY 2019, the Agency reached out to the University of 

New Mexico, New Mexico State University, Hispanic Association of Colleges and Universities 

(HACU), to provide information briefing sessions. We also partnered with other government 

agencies such as the National Nuclear Security Agency (NNSA), Kirtland Air Force Base (KAFB) 

and Raymond G. Murphy VA Medical Center (New Mexico, VAMC) for outreach, resource 

sharing and best practices.

Establishing Partnerships: DTRA continues to attend quarterly Albuquerque Hispano Chamber 

of Commerce meetings, comprised of National, State and Federal stakeholders, to identify ways to 

attract and retain local Hispanic talents. The Agency established partnerships with other 

government agencies such as NNSA, KAFB and New Mexico VAMC as well as professional 

Hispanic affinity organizations such as the League of United Latin American Citizens Conference 

(LULAC) to market DTRA as an employer of choice. Also, in FY 2019, the Agency systemically 

provided reminders to the workforce to examine their personnel records and correct any selfidentification discrepancies in the MyBiz + /HR Application.

DTRA continues to provide strategic outreach to affinity groups and Hispanic partner 

organizations. The Agency will strengthen its recruitment, career development and retention of 

Hispanic by ensuring that its’ recruitment efforts are tied to overarching Diversity and Inclusion 

goals. Planned activities include the following efforts:

• Analyzing the applicant pool data to determine which segments of the population are 

applying for jobs.

• Providing students/interns an opportunity to work in an occupation directly related to their 

educational study.
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• Creating opportunities for growth and advancement within the Agency to retain Hispanic 

talent and perform a comprehensive analysis to determine the causes of high separation rates 

for Hispanic employees.

• Expanding formal and informal partnerships (e.g., professional societies, student 

organizations, Hispanic Serving Institutions, etc.) and outreach programs to increase the 

applicant pool’s inclusion of minorities, individuals with disabilities, and veterans who 

possess the skills and competencies needed by the Agency.

• Pilot a direct recruitment initiative by presenting DTRA job announcements to Hispanic 

serving partners. 

• Increase career ladder positions to broaden leadership opportunities within.
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STRATEGIC ACTIVITIES AND ACCOMPLISHMENTS RELATING TO THE 

EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES

DTRA continually strived to meet the DoD and Equal Employment Opportunity Commission 

(EEOC) challenge to increase our participation rate of Individuals with Targeted Disabilities 

(IwTDs) to 2% by 2020. 

Disability Employment Program: The Workforce Recruitment Program (WRP) continues to be a 

success in FY 2019. Four college students were hired for temporary summer employment and were 

placed in various Directorates utilizing their skills to support the mission. Two WRP interns were 

hired permanently into government positions. DTRA continues to recruit Veterans, especially those 

who are 30 percent or more disabled. At the end of FY 2019, DTRA employed 1,413 of which 781

(55%) are Veterans. Of the 781 Veterans, 56 (7%) are identified as disabled Veterans, and 

117(15%) are identified as 30% or more disabled Veterans. In FY 2019, there were a total of 189

new hires, 101 (53%) of the new hires were Veterans and 18 (10%) were identified as 30% or more 

disabled Veterans.

National Disability Employment Awareness Month: The Agency hosted the Disability 

Awareness Employment Month Observance with the theme, “The Right Talent, Right Now.” There 

were a series of weekly events during the month of October. The kick-off event was led by 

Lieutenant General Rogers, the Agency’s Deputy Director. The second week, two representatives 

from the Computer/Electronic Accommodations Program (CAP) conducted training to educate the 

workforce on the benefits of utilizing CAP to support the Agency’s Reasonable Accommodation

(RA) needs. The Agency also co-hosted the National Disability Employment Awareness Month 

Program with the Defense Logistics Agency – Energy and our guest speaker was Colonel (COL) 

(Retired) Gregory Gadson. COL (R) Gadson lost both legs (above the knees) and the normal use of 

his right arm in the military. Despite his injuries, COL (R) Gadson remained on active duty in the 

Army and continued to inspire many with his message of courage, perseverance, determination and 

teamwork. We concluded the month with a Disability Etiquette Training course to educate the 

workforce on the proper ways to interact with IwDs. 

Reasonable Accommodation (RA) and Section 508 Compliance: The Agency processed 33 RA

requests, which included a combination of assistive technologies, sit/stand workstations, chairs, 

keyboards, flexible work schedules, and medical telework. The RA Program Managers worked 

closely with the Information Technology Directorate and Building Manager to provide the 

approved accommodations for individuals, such as 15 sit/stand workstations, 1 heater and 11 

ergonomic chairs.

The Agency FY 2020 Planned Activities are as follows:

• Collaborate with HR to increase opportunities for IwD through the use of the Schedule A

Hiring Authority, Veterans’ programs, such as Wounded Warrior, and the WRP.

• Work closely with the Information Technology Directorate and Building Manager to ensure 

accommodations are available for IwD disabilities.

• Collaborate with HR to conduct training for hiring managers on employment of IwDs, 

including the use of special hiring authorities and disability etiquette.

• Partner with HR to conduct quarterly WRP Supervisor/Hiring Managers Brown Bag 

sessions to inform supervisors of the program and how to hire students with IwDs.
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• Host quarterly meetings with Managers and individuals who utilize the Sign Language 

Interpreters (SLI) services.

• Served as advisor and participated in Section 508 Accessibility Team meetings, track and 

resolve all incoming Section 508 inquiries.

• Annually meet with the Facilities Manager to ensure guidelines are in compliance with 

Architectural Barriers Act guidelines.

• Promote and provide briefing sessions on the Schedule A hiring authority and WRP for 

hiring managers.

• Provided guidance to the Emergency Plan Team concerning evacuation procedures.
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FY 2019 FEORP Progress Tracker

Type Agency Name Below 

DEFENSE THREAT REDUCTION AGENCY

Mentoring

Mentoring 

Qualitative Questions Text)

If "No" or "Other", please use 

this section to provide a 

detailed explanation.

Agency has a Formal Mentoring Program

Response

Yes

Mentoring Training provided

Response 

Yes

Program is evaluated 

Response 

Yes

Frequency of Program Evaluation (e.g. 

annual, semiannual, quarterly, other)

Response 

Annual

Feedback is provided

Response 

Yes

Program is announced to all qualified 

individuals

Response 

Yes

Agency collects demographic data of 

mentoring participants (Race, National 

Origin, Veteran, People with Disabilities, 

etc.)

Response 

Yes

Mentoring

Quantitative Questions (# or %)

Response 
13

Percent of employees involved with 

mentoring in FY 2019 7.06%

Percent of SES involved with mentoring 

in FY 2019

Response 

81.25%

Percent of managers involved with 

mentoring in FY 2019

Response 

N/A

Percent of supervisors involved with 

mentoring in FY 2019

Response 

14.93%

Count of employees involved with 

mentoring in FY 2019

Response 

111

Count of SES involved with mentoring in 

FY 2019

Response 

13

Count of managers involved with 

mentoring in FY 2019

Response 

N/A

Count of supervisors involved with 

mentoring in FY 2019

Response 

43

Total number of employees eligible to 

participate in FY 2019

Response 

1573

Diversity and Inclusion Training

Diversity and Inclusion Training 

Qualitative Questions (Text)

If "No" or "Other", please use 

this section to provide a 

detailed explanation.

Formal Diversity and Inclusion Training 

provided 

Response 

Yes

Frequency of Diversity and Inclusion 

Training per year (e.g. annual, 

semiannual, quarterly, other)

Response 

Annual

All employees briefed on agency’s 

Diversity and Inclusion Policies 

Response 

Yes
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Diversity and Inclusion Training

Quantitative Questions (# or %)

Percent of employees who have 

participated in formal Diversity and 

Inclusion Training in FY 2019

Response 

6.00%

Percent of Senior Leadership that have 

participated in formal Diversity and 

Inclusion Training in FY 2019

Response 

6.00%

Count of employees who have 

participated in formal Diversity and 

Inclusion Training in FY 2019

Response 

93

Count of Senior Leadership that have 

participated in formal Diversity and 

Inclusion Training in FY 2019

Response 

94

Total number of employees eligible to 

participate (this should not be equal to 

the total count that has participated 

unless 100% of workforce has 

participated) in FY 2019

Response 

1413

Diversity and Inclusion Council

Diversity and Inclusion Council

Qualitative Questions (Text)

If "No" or "Other", please use 

this section to provide a 

detailed explanation.

Agency has a Diversity and Inclusion 

Council

Response The Agency will establish the D&I 

No Council in FY 2020

Diversity and Inclusion Council has a 

charter 

Response The Agency will develop a charter 

No in FY 2020

Council members have received training 

Response The Agency currently do not have a 

No Council

Council’s mission aligns to agency 

mission 

Response In FY 2020, the D&I Council will 

align it's mission with the Agency's 

mission No

Frequency of council meetings (e.g. 

annual, semiannual, quarterly, other)

Response The Agency currently do not have a 

Other Council
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Diversity and Inclusion Council

Quantitative Questions (# or %)

Percent of employees on council 

Response 

0.00%

Percent of Senior Leadership on council 

Response 

0.00%

Count of employees on council 

Response 

0

Count of Senior Leadership on council 

Response 

0

Total number of people on council

Response 

0

Development Programs

Development Programs

Qualitative Questions (Yes or No)

If "No" or "Other", please use 

this section to provide a 

detailed explanation.

Agency has a SES Candidate 

Development Program that is announced 

to all qualified individuals

Response DoD does not have an SES Candidate 

No Development Program in place.

The SES Candidate Development 

Program is evaluated regularly

Response 

N/A - program in not in place. No

Agency has a Career Development 

Program that is announced to all 

qualified individuals (this is a CDP that is 

different from the SES CDP program and 

geared towards the lower grade levels)

Response 

Yes

The Career Development Program is 

evaluated regularly

Response 

Yes

Agency collects demographic data of 

development program participants 

(Race, National Origin, Veteran, People 

with Disabilities, etc.)

Response 

Yes
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Development Program 

Quantitative Questions (# or %) 

Percent of employees who participated 

in the SES Candidate Development 

Program in FY 2019

Response

N/A

Percent of employees who participated 

in a Career Development Program in FY 

2019

Response 

1.02%

Count of employees who participated in 

the SES Candidate Development 

Program in FY 2019

Response 

N/A

Count of employees who participated in 

a Career Development Program in FY 

2019

Response 

16

Performance Plans

Does your agency have a Diversity and Inclusion (D&I) element in the following

groups’ performance plans (this may also be incorporated in the leading people 

element)?

D&I Element in SES performance 

plans

Use this section to provide additional 

response or explanation as it relates to a 

D&I element in performance plans 

(required for "No" responses)

Yes or No Percentage Count

Yes 100.00% 16

D&I Element in 

Management/Supervisor 

performance plans

Use this section to provide additional 

response or explanation as it relates to a 

D&I element in performance plans 

(required for "No" responses)

Yes or No Percentage Count

Yes 100.00% 216

D&I Element in employee 

performance plans

Use this section to provide additional 

response or explanation as it relates to a 

D&I element in performance plans 

(required for "No" responses)

Yes or No Percentage Count The Agency is covered under DPMAP effective April 1, 

No 0.00% 1187 2018 and does not contain any specific D&I element, 
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since there is no requirement per DoD1400.25, Volume 

431.