081453

Defense Threat Reduction Agency

2018 Annual Federal Equal 

Opportunity Recruitment Program 

(FEORP)

FY2018 Accomplishment Report Plan

Fiscal Year 2018 Accomplishments

and Fiscal Year 2019 Plan 

Human Resources and

Equal Opportunity & Diversity Programs 

Office 

8725 John J. Kingman Road | Fort Belvoir, VA 22060 
2

 
3

Defense Threat Reduction Agency (DTRA)

FY 2018 FEORP Accomplishments and Promising Practices

Accomplishments

In FY 2018, 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 also briefed 

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

(WRP) and the 30% Disabled Veterans Program and hiring authorities in an effort to increase the 

number of Individual of Disabilities (IwDs). As a result, the Agency hired five Schedule A’s, 

three WRP summer interns, 80 Veterans and 39 individuals were selected with 30% or more 

disabled.

The Agency Mentoring Program continued to be the DoD model. With a high level of 

enthusiasm from mentors and mentees, the FY18 program consisted of 92 civilian employees 

and 8 Senior Executive Service (SES) serving as Mentors. DTRA Senior Leaders were 

committed to supporting the program by serving as mentors and/or attending key activities. The 

senior leaders also hosted thirteen brown bags centered on the featured book “Leaders Eat Last,” 

by Simon Sinek. The program hosted a workshop, “Leading Across Generations,” to explore 

ways to positively leverage the differences among generations, incorporating relevant points 

from our featured book. The DTRA Director showed his support by inviting mentees to attend a 

senior level staff meeting and meeting with participants on a regular basis to provide mission 

updates and give them the opportunity to ask questions in a casual setting, all of which helped 

participants gain a broader sense of connection to DTRA.

The Equal Opportunity and Diversity Programs Office (EO) revised its Agency integrated 

Diversity and Inclusion Strategic Plan which now aligns with the Agency’s Strategic Plan and 

identifies strategies to continue to foster an inclusive, engaging and an innovative workforce. In 

addition, EO conducted four Civil Treatment sessions to increase awareness within the Agency. 

A total of 63 supervisors were in attendance. 

EO developed an Agency charter and guidance to establish its Employee Resource Groups 

(ERGs) to assist with identifying and addressing barriers causing the low participation rate of 

Hispanics, Women and Individual with Disabilities. The results and recommendations from the 

ERGs will be used to evaluate the effectiveness recruitment activities and determine where 

improvements are needed. 

The Federal Employees Viewpoint Survey (FEVS) program transitioned from the HR 

Directorate to the EO office. EO quickly began reviewing and analyzing the FY 2018 results 

and engaged with the DTRA Senior Leaders and Directorates to communicate the Agency’s 

recent employee survey results. The results indicated there was a huge success response rate of 

45.9% and the Agency is above average with a commitment from our workforce to improve the 

Agency. The DTRA strengths, according to the FEVS, include support for work/life programs, 

support for employee development, and success at accomplishing the mission. Our areas of 

challenges included but not limited, opportunity for advancement/promotions, pay raises within 
4

the organization. The DTRA Director applauded the workforce for their hard work and their 

commitment to improvement and fulfilling the Agency’s mission and values. 

During FY 2018, the EO Office established its Proactive Prevention Program team to develop 

the agency Anti-Harassment Program (AHP). The AHP operates independently from the Equal 

Employment Opportunity (EEO) Complaint Process (29 C.F.R. §1614). The Anti-Harassment 

team worked with Managers and Supervisors to conduct fact-findings into allegations of 

harassment and to prohibit harassment of any employee, supervisor, manager, contractor, vendor, 

applicant, or other individual with whom employees come into contact by virtue of their work for 

DTRA. 

The mission of the Agency’s Anti-Harassment Program (AHP) is to support the commitment and 

maintain a work environment free from harassment and will provide Anti-Harassment training 

for the Agency workforce. The AHP Procedures are being revised to promptly and effectively 

address allegations of workplace harassment in the DTRA workforce. 
5

Promising Practices 

Diversify DTRA’s Workforce through Active Recruitment: The Human Resources (HR) 

Directorate will continue to develop and implement broad outreach strategies to attract leaders 

from a diverse applicant pool which are consistent with Merit System Principles. The Agency 

will continue to utilize various 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. HR will leverage the Agency’s mentoring program and continue to find 

ways to create mentoring opportunities by documenting the number and percentages of 

employees participating in career development opportunities. HR and EO will provide briefings 

and educational awareness to supervisors and hiring managers on using the Schedule A Hiring 

Authority. 

Also, HR developed its Strategic Outreach Plan which identified recruiting targets and strategies. 

With this plan in place, HR will network and begin establishing relationships with community 

partners and organizations to attract diverse talent in mission critical occupations. In FY 2018, 

this outreach effort included attendance at various Veteran and Hiring Heroes (Wounded 

Warriors) Career Fairs.

Including and Engaging DTRA’s Workforce: The EO Office plan to create Employee 

Resource Groups (ERGs), which will assist the EO and HR Office with ideas to further enhance 

the Agency‘s current activities to attract, develop and engage DTRA’s employees and to carry 

out the Diversity and Inclusion (D&I) strategic goals and priorities. The ERGs’ charter and 

guidance is currently pending approval. Once approved, DTRA will begin integrating D&I 

practices, addressing barriers and continuing to promote D&I initiatives. The teams are currently 

creating briefings in preparation for the Kick-Off meeting in March 2019. The EO Office will 

continue to engage SES’s to serve as champions for ERGs (i.e., Hispanics, Women, and 

Individual with Disabilities (IwD). 

In FY 2019, The EO Office will finalize its Diversity and Inclusion Strategic Plan. We will 

launch our Diversity and Inclusion (D&I) Dialogues training initiatives to educate the workforce 

on the following topics: Cultural Diversity in Mediation, Hispanic American Culture and 

Emphasizing Inclusion to name a few.

Finally, EO will engage the DTRA workforce through the FEVS Phase I and II in FY 2019. We 

will review and analyze the results and remain engaged with our Senior Leaders and 

Directorates. The collective data will be used to enhance working conditions, promote retention 

and foster a more inclusive work environment. EO will analyze the Agency’s results, evaluate 

best practices in other agencies, establish areas of focus (advancement, performance 

management, awards recognition, etc.,) and develop an action plan. 
6

STRATEGIC HISPANIC EMPLOYMENT ACTIVITIES 

In FY 2018, the Agency continued to have a low participation rate of Hispanic males and 

females. The EO Office is committed to identify and minimize potential barriers to improve the 

representation of Hispanics at DTRA. In FY 2019, the EO Office will establish a Hispanic

Employee Resource Group (HERG) to assist with identifying and addressing barriers causing the 

low participation rate of Hispanics and will examine employment-related issues. A HERG 

Champion, two chairpersons and technical advisors will be selected to lead and facilitate the 

HERG. The results and recommendations from the HERG will be used to implement a 

comprehensive recruitment plan designed to show progress toward closing identified gaps. 

DTRA continues to improve its recruitment strategies to ensure a diverse applicant pool to

include Hispanics. Recruiting efforts include outreach at conferences, colleges/universities, and 

informational briefs at local schools, colleges and community events with large Hispanic 

populations. In addition, special recruitment teams were established for engineering and 

scientist positions specifically targeted to Hispanic/Latino Americans seeking employment. 

Partnerships with professional Hispanic affinity organizations have been enhanced providing 

DTRA with the opportunity to market ourselves as an employer of choice.

DTRA will strengthen its recruitment, career development and retention of Hispanic by:

• 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.

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

talent.

• 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, individual with disabilities, and veterans who 

possess the skills and competencies needed by the Agency. 
7

STRATEGIC EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES 

ACTIVITIES 

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

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

(IwTD) to 2% in 2018. The HR Directorate participated in seven Hiring Heroes/Veterans career 

fairs to attract well-qualified candidates. In addition, the Agency offered a number of internal 

opportunities such as training, mentoring and career development programs that provided 

knowledge, skills and abilities. These opportunities were opened to all employees and ensured 

that veterans and disabled had an opportunity to advance within the Agency. The Workforce 

Recruitment Program (WRP) continued to be a very successful hiring program in FY 2018. 

Three WRP students were hired for temporary summer employment and were placed in various 

Agency Directorates, based on their skill sets and mission requirements.

Reasonable Accommodation (RA) and Section 508 Compliance:

• Collaborated with HR to increase opportunities for IWD through the use of the Schedule 

A Hiring Authority, Veterans’ programs, such as Wounded Warrior, and the Workforce 

Recruitment Program.

• Processed 18 RA requests, which included a combination of assistive technologies, 

sit/stand workstations, chairs, keyboards, flexible work schedules, and medical telework.

• Worked closely with the Information Technology Directorate and Building Manager to 

provide the approved accommodations for individuals, such as three sit/stand 

workstations, three heaters and one ergonomic chairs.

• Implemented a Policy Statement on Employment and Advancement of Individuals with 

Disabilities.

• Educated selecting officials and hiring managers during strategic conversations on 

Schedule A and other special hiring authorities in support of recruitment efforts.

• Maintained Sign Language Interpreter (SLI) tracking log and kept track of expenditures. 

• Provided SLI services for workplace meetings, conferences, training and special events. 

EO Office received and submitted 281 SLI requests.

• HR coordinated recruitment opportunities to a broad range of individuals by attending 

veteran and minority-sponsored career fairs and sought partnerships with organizations 

that provided diverse and qualified applicants.

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

• Provided guidance to the Emergency Plan Team concerning evacuation procedures. 
8

FEORP PROGRESS TRACKER

PROGRESS TRACKER AND DEMOGRAPHIC DATA 

EXPLANATORY NOTES FOR PROGRESS TABLES 

Formal mentoring or other programs typically will have some of the following characteristics:

Announcement Organization announces program to all qualified groups and 

individuals. 

Recruitment Candidates are identified through a request for nominations or for 

applications to the program. 

Competitive Selection Organization screens and selects candidates based on merit system 

principles using predetermined criteria for program. 

Training 

Training program is finalized for selected participants which includes 

a formal training experience that may involve developmental 

assignments (continued service agreements usually required). 

Monitoring Organization monitors participants’ training activities and progress 

in program against pre-established objectives. 

Evaluation 

Organization evaluates effectiveness of the formal training provided 

to individual participants and the effectiveness of the formal 

development itself in meeting organizational goals. 
9

FEORP Progress Tracker 

Mentoring Qualitative Questions (Yes or No)

Agency has a Formal Mentoring Program 

Response 

Yes

Mentoring Training provided 

Response 

Yes

Program is evaluated 

Response 

Yes

Feedback is provided

Response 

Yes

Program is announced to all qualified individuals

Response 

Yes

All employees briefed on agency's Diversity and Inclusion Policies

Response 

Yes

Diversity and Inclusion Training Qualitative Questions (Yes or No)

Formal Diversity and Inclusion Training provided 

Response 

No

Training on unconscious bias provided 

Response 

No

All employees briefed on agency’s Diversity and Inclusion Policies 

Response 

Yes
10

Diversity and Inclusion Council Qualitative Questions (Yes or No)

Agency has a Diversity and Inclusion Council

Response 

No

Diversity and Inclusion Council has a charter 

Response 

No

Members have received training Response 

No

Council’s mission aligns to agency mission Response 

No

FEORP Progress Tracker 

Development Program Qualitative Questions (Yes or No)

Agency has a Career Development Program

Response 

Yes

Program is evaluated

Response 

Yes

Program is announced to all qualified individuals 

Response 

Yes

Mentoring Quantitative Questions (# or %)

Frequency of Program Evaluation (e.g., annually, quarterly etc.) 

Response 

Annually

Percent of employees involved with mentoring 

Response 

52.00%

Percent of SES involved with mentoring 

Response 

9.00%
11

Percent of managers involved with mentoring 

Response 

0.00%

Percent of supervisors involved with mentoring 

Response 

49.00%

Count of employees involved with mentoring 

Response 

65

Count of SES involved with mentoring Response 

0

Count of managers involved with mentoring 

Response 

0

Count of supervisors involved with mentoring 

Response 

33

Total number of employees eligible to participate 

Response 

1366

FEORP Progress Tracker 

Diversity and Inclusion Training Quantitative Questions (# or %)

Frequency of Diversity and Inclusion Training per year (e.g., annually, 

quarterly etc.) 

Response 

Quarterly

Percent of employees who have participated this year in formal Diversity and 

Inclusion Training

Response 

0.00%

Response 
12

Percent of Senior Leadership that have participated in formal Diversity and 

Inclusion Training 0.00%

Count of employees who have participated in formal Diversity and Inclusion 

Training 

Response 

0

Count of Senior Leadership that have participated in formal Diversity and 

Inclusion Training 

Response 

0

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) 

Response 

1366

Diversity and Inclusion Council Quantitative Questions (# or %)

Frequency of council meetings in FY17 (e.g., annually, quarterly etc.) 

Response 

N/A

Frequency of council events (e.g., annually, quarterly etc.) 

Response 

N/A

Percent of Senior Leadership on council 

Response 

0.00%

Percent of employees on council 

Response 

0.00%

Count of Senior Leadership on council 

Response 

0

Count of employees on council 

Response 

0

FEORP Progress Tracker 
13

Development Program Quantitative Questions (# or %)

Percent of GS1-4 who participated 

Response 

0.00%

Percent of GS 5-8 who participated 

Response 

0.00%

Percent of GS 9-12 who participated 

Response 

4.44%

Percent of GS 13-15 who participated 

Response 

3.20%

Percent of SES who have participated 

Response 

0.00%

Count of GS1-4 who have participated 

Response 

0

Count of GS 5-8 who participated 

Response 

0

Count of GS 9-12 who participated 

Response 

12

Count of GS 13-15 who participated Response 

34

Count of SES who participated 

Response 

0

Response 
14

Total number of employees eligible to participate 1366

FEORP Progress Tracker 

Does your agency have a Diversity and Inclusion element in the following groups’ performance 

plans (this may also be incorporated in the leading people element)?

1. D&I Element in SES performance plans

Yes or No Percentage

Yes 100.00%

2. D&I Element in Management/Supervisor performance plans

Yes or No Percentage

Yes 100.00%

3. D&I Element in employee performance plans

Yes or No Percentage

No 0.00%

The Agency is covered under DPMAP effective 

April 1, 2018, and does not contain any specific 

D&I element, since there is no requirement per 

the DoD1400.25, Volume 431

Demographic Information

Mentoring (Mentee data) Demographic Data

Percent of Asian Mentees 

Response 

2.70%

Percent of Black Mentees 

Response 

13.51%

Percent of Hispanic Mentees Response 
15

0.00%

Percent of Native American Mentees 

Response 

0.00%

Percent of Native Hawaiian/ Pacific Islander Mentees 

Response 

0.00%

Percent of Mentees Two or More Races

Response 

8.11%

Percent of White Mentees 

Response 

75.68%

Percent of Female Mentees 

Response 

51.35%

Percent of Male Mentees 

Response 

48.65%

Percent of Veteran Mentees 

Response 

37.84%

Percent of Mentees that are People with Disabilities 

Response 

5.41%

Total number of participants 

(This number is the denominator to calculate the Mentee percentages) 

Response 

37

Demographic Information
16

Mentoring (Mentor data) Demographic Data

Percent of Asian Mentors 

Response 

1.92%

Percent of Black Mentors Response 

9.62%

Percent of Hispanic Mentors 

Response 

1.92%

Percent of Native American Mentors 

Response 

0.00%

Percent of Native Hawaiian/ Pacific Islander Mentors 

Response 

0.00%

Percent of Mentors Two or More Races

Response 

7.69%

Percent of White Mentors 

Response 

78.85%

Percent of Female Mentors 

Response 

36.54%

Percent of Male Mentors 

Response 

63.46%

Percent of Veteran Mentors 

Response 

32.69%

Percent of Mentors that are People with Disabilities 

Response 

7.69%
17

Total number of Mentors 

(The number is the denominator to calculate the Mentor percentages) 

Response 

52

Demographic Information

Development Programs Demographic Data

Percent of Asians taking part in Development Programs 

Response 

2.71%

Percent of Blacks taking part in Development Programs 

Response 

17.39%

Percent of Hispanics taking part in Development Programs 

Response 

2.17%

Percent of Native Americans taking part in Development Programs 

Response 

0.00%

Percent of Native Hawaiian/ Pacific Islanders taking part in Development 

Programs 

Response 

0.00%

Percent of persons Two More or Races taking part in Development Programs 

Response 

4.35%

Percent of Whites taking part in Development Programs 

Response 

73.91%

Percent of Females taking part in Development Programs 

Response 

39.13%
18

Percent of Males taking part in Development Programs 

Response 

60.87%

Percent of Veterans taking part in Development Programs 

Response 

43.48%

Percent of People with Disabilities taking part in Development Programs 

Response 

8.70%

Total number of participants (This number is the denominator to calculate 

the Development Program participation percentages) 

Response 

46

AGENCY INTRODUCTION

The Defense Threat Reduction Agency (DTRA) enables the Department of Defense (DoD) and 

the U.S. Government to combat weapons of mass destruction (WMD) and improvised threats 

and to support an effective and reliable nuclear deterrent. DTRA has a critical role in supporting 

U.S. national security, the National Defense Strategy, and the Secretary of Defense’s objectives 

to dissuade, prevent, and deter state and non-state adversaries from acquiring, proliferating, or 

using WMD or improvised threats. As a Combat Support Agency, DTRA’s expertise and global 

perspective uniquely postures us to provide rapid solutions to Combatant Command mission 

requirements, ensuring our programs, expertise, and capabilities are aligned to warfighter needs. 

DTRA’s analysts, planners, scientists, and program managers work with the interagency to 

anticipate, illuminate, and proactively disrupt threat networks using our wide range of 

capabilities. DTRA engages globally to improve our international partners’ ability to prevent, 

detect, and respond to WMD or improvised threats, aligning our efforts to Combatant 

Commander priorities. Our experts develop cutting-edge capabilities to better prevent 

proliferation, deter use, and defeat WMD and improvised threats. We provide research, 

development, testing, and evaluation of investments focused on maintaining the U.S. military’s 
19

technological superiority and mitigating the risks of technical surprise. The methodologies and 

tools we develop to share information with other agencies, departments, allies, and partners 

enable these efforts to have the greatest impact to the warfighter and accelerates progress against 

key threats.