Defense Threat Reduction Agency 

2020 Annual Federal Equal 

Opportunity Recruitment Program 

(FEORP)

Fiscal Year 2020 Accomplishments

and Fiscal Year 2021 Plan 

Human Resources Directorate

and

Equity, Diversity and Inclusion 

Office

8725 John J. Kingman Road | Fort Belvoir, VA 

22060
Table of Contents

FY20 ACCOMPLISHMENTS AND PROMISING PRACTICES .............................................................. 4

FY20 WORKFORCE ANALYSIS:.............................................................................................................. 4

FY2020 WORKFORCE AT-A-GLANCE ............................................................................................... 5

FY20 Mentoring Program Data ................................................................................................................ 5

FY20 Career Development Program Data ................................................................................................ 5

FY21 DIVERSITY AND INCLUSION STRATEGIC PLAN..................................................................... 8

STRATEGIC ACTIVITIES RELATING TO HISPANIC EMPLOYMENT ACTIVITIES .....................10

STRATEGIC ACTIVITIES AND ACCOMPLISHMENTS RELATING TO THE EMPLOYMENT OF 

INDIVIDUALS WITH DISABILITIES..................................................................................................... 12

FY20 ACCOMPLISHMENTS AND PROMISING PRACTICES

FY20 WORKFORCE ANALYSIS:

• Women comprise 34.15 percent (475) of the permanent Federal workforce as of 

September 30, 2020, compared to 34.32 percent in FY 2019. 

• Men comprise 65.92 percent (917) of the permanent Federal workforce as of September 

30, 2020, compared to 65.68 percent in FY 2019. 

• Hispanic employees represent 6.83 percent (95) of the permanent Federal workforce as 

of September 30, 2020, compared to 6.0 percent (85) in FY 2019.

• White employees represent 68.1 percent (947) of the permanent Federal workforce as of 

September 30, 2020, compared to 69.0 percent (978) in FY 2019. 

• Black employees represent 17.82 percent (248) of the permanent Federal workforce as of 

September 30, 2020, compared to 17.94 percent (254) in FY 2019. 

• Asian employees represent 5.75 percent (80) of the permanent Federal workforce as of 

September 30, 2020, compared to 5.37 percent (76) in FY 2019. 

• Native Hawaiian/Pacific Islander employees represent 0.36 percent (5) of the 

permanent Federal workforce as of September 30, 2020, the same as in FY 2019. 

• American Indian/Alaska Native employees represent 0.57 percent (8) of the permanent 

Federal workforce as of September 30, 2020, the same as in FY 2019. 

• Two or more Races employees represent 0.58 percent (8) of the permanent Federal 

workforce as of September 30, 2020, compared to 0.63 percent (9) in FY 2019. 
FY2020 WORKFORCE AT-A-GLANCE

FY20 Mentoring Program Data

Number of Participants in 

GS-12

Number of Participants 

in Grade 13-15

Number of SES 

participants

Mentee 5 45 0

Mentor 0 39 10

FY20 Career Development Program Data

Program Targeted Grades Number of 

Participants

Track 1 – A non-competitive learning 

and development curriculum for all 

employees.

7 thru 11 6

Track 2 - Professional developmental 

opportunities and training activities for 

all employees.

N/A 12

Competitive Academic Program

(CAP) N/A 5

Graduate Fellowship Program

(GFP) 14/15 1

65.92%

34.15%

6.83%

68.10%

17.82%

5.75%

0.36%

0.57%

0.58%

65.68%

34.32%

6.00%

69.07%

17.94%

5.37%

0.35%

0.56%

0.63%

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00%

Men

Women

Hispanic

White

Black

Asian

Native Hawaiian/Pacific Islander

American Indian/Alaska Native

Two or More Races

Representation on the DTRA Workforce

FY 2019 FY2020
Mentoring Program: The goal of the Agency Mentoring Program is to empower and grow 

talent while increasing member networking and collaboration throughout DTRA. This program 

continues to lead the fourth estate mentoring programs. The FY20 program consisted of 132 

Agency civilian employees. Among our mentors were 10 Agency Senior Executive Service 

(SES) members. DTRA SES members played an active role in the program by hosting informal 

“brown bag” sessions and participating in key program activities. Agency senior leaders met 

virtually with mentees on a regular basis to discuss key points centered on the program's featured 

book, "Developing the Leader Within you 2.0", by John C. Maxwell. The program hosted a 

knowledge sharing workshop that focused on senior leader situational experiences, where the 

panel members helped mentoring participants through ideas, ownership, focus, and commitment. 

Additionally, individual mentoring cafés were held, where additional focus areas were discussed 

and are now an enduring program feature for future offerings. These sessions allowed mentees 

to share ideas and best practices with their fellow mentees. Similar sessions were also offered 

for program mentors. 

Diversity Internship for DTRA: DTRA and the Pacific Northwest National Laboratory 

(PNNL) continue to collaborate by creating opportunities for diversity students in STEM and 

PolySci fields. The Diversity Internship for DTRA (DID) welcomes students currently attending 

a minority-serving institution (MSI) who are excited about tackling challenging problems in 

national security and applying cutting-edge research to make our nation safer and stronger. 

Internships are held for 8-12 weeks during the summer and were available virtually this year due 

to COVID-19 safeguards. Travel and housing assistance for interns was also available. For 

FY20, DTRA sponsored five DID interns and anticipate increasing that number in the future to 

further the Agency’s diversity goals.

Diversity in the Hiring Process: The EI Office began participating in strategic conversations

with HR and hiring managers to educate and provide awareness on achieving diversity in 

recruitment, hiring and the interviewing process. These conversations assist in increasing hiring 

managers awareness of various special hiring authorities, Diversity recruitment strategies and 

establishing a diverse hiring panel, beyond demographics. 

EEO Performance Element: As directed by the Agency Director, the EI Office developed a 

new Diversity performance element for Supervisors and Senior Executive Service personnel. 

This element will assist leaders to measure their successes for diversity, equity and inclusion 

such as:

• Positive steps taken to incorporate diversity into strategies of their Directorate

• Creating an inclusive work environment where all employees are engaged, valued and 

respected for their individual cultural differences

• Encourage an environment of open exchange of information and diverse opinions

• Strive to create and maintain a work environment that is free of discrimination, harassment 

and retaliation

• Develop relevant strategic objectives and identify culture and learning solutions that meet 

those objectives

Race Relations Sessions: The EI Office hosted a series of five Race Relations Sessions from 

June 2020 through September 2020. The sessions in June were initiated to celebrate Juneteenth.
Additional sessions were scheduled based on the participation. The intent of the sessions were to 

create a safe and supportive environment for DTRA employees to candidly voice their concerns 

and share their experiences regarding race relations, and its possible effects in our workplace and 

communities, without attribution or judgement. The intended outcomes were to facilitate 

conversations, promote introspection, provide education and awareness of cultural differences 

and perspectives, and to take necessary actions to drive positive change. Each session was 

unique as guest moderators, external of the Agency, were invited to facilitate the sessions. As a 

result of these efforts, the Agency established a Diversity and Inclusion Council and five 

Employee Resource Groups.

Diversity and Inclusion (D&I) Council: The Agency established its Diversity and Inclusion 

Council to build an inclusive workforce. The Council is comprised of two Co-Chairs, one 

military general officer/flag officer representative, and a senior executive service representative

with a duration of a 2-year term. The Council is comprised of voting members (ERG Leads, 

various Directorates, EI, Designated Senior Enlisted Leader and Directorate Lead. Advisory 

Members were also assigned from General Counsel, Inspector General and Office of the Chief of 

Staff. To date, the Council held a Kickoff meeting and a meeting with the Employee Resource 

Group (ERGs) appointed Leads and Co-Leads. The Council has established monthly meetings 

for the third Thursday of every month.

Employee Resource Groups (ERGs): The Agency established five ERGs (African American, 

Asian, Hispanic, Individuals with Disabilities and Women) in FY20. These ERGs recruited over 

70 volunteers (5.39%) of the DTRA workforce. Each ERG was appointed a Lead and a Co-Lead 

to provide leadership, oversight, guidance and support for all functions of the ERGs. ERGs will 

support the Agency by serving a critical role on the D&I Council and creating a culture that 

encourages collaboration and flexibility, supporting and bringing employees together and 

provide recommendations and solutions to barriers in the workplace. ERGs will initiate 

activities in areas such as: data and barrier analysis; employee/workforce engagement; 

recruitment and outreach; and training and cultural awareness to resolve systemic workplace 

issues.

Diversity and Inclusion Contract: The EI Office established a contract to assist in developing 

and executing D&I strategies throughout the Agency. The contractor will assist in building a 

holistic D&I framework; creating a D&I Strategic Plan with a targeted Diversity Recruitment 

and Outreach Plan to recruit minorities and women in Science, Technology, Engineer and 

Mathematics (STEM) occupations; developing a DTRA brand and various communication 

strategies, in addition to building a robust diversity database.

Anti-Harassment Program (AHP): The EI Office continues to oversee and facilitate the AHP. 

A Supervisory Toolkit and an Employee Question and Answer Fact Sheet was developed to 

ensure the AHP process was clear and that supervisors understood their responsibilities in 

conducting timely inquires and investigations to ensure all workforce disputes are resolved 

promptly at the lowest level. The Anti-Harassment Instruction was finalized and both documents

were submitted for coordination with Office of General Counsel, Human Resource and Inspector 

General. 
FY21 DIVERSITY AND INCLUSION STRATEGIC PLAN

The following are FY21 goals for Diversity and Inclusion Strategic Plan.

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

Fiscal Year (FY)21 Recruitment Strategies: In order to target a diverse, highly qualified 

workforce, the Human Resource (HR) Talent Acquisition team is actively collaborating with the 

Equity, Diversity and Inclusion Office (EI), Directorate SMEs, local universities, affinity groups, 

National Labs and Industry. These partnerships offer the Agency the opportunity to engage a 

large network of individuals creating a pipeline of talent in various skill-sets and the message 

that DTRA is an employer of choice within the federal space. DTRA continued to ensure the 

involvement of senior leadership, managers, supervisors, hiring officials, and other appropriate 

stakeholders in barrier analysis efforts, providing barrier training and communicating workforce 

demographics and education.

Employee Resource Groups (ERGs) Action Plans: The Agency’s ERGs are in the initial 

phases of establishing action plans for their respective groups. These plans will highlight areas 

of improvement within the Agency’s recruitment, hiring, career development, training and 

retention practices and procedures. In FY21, the ERGs will focus on examining the workforce 

demographics, conducting barrier analysis and collaborating with HR to develop and implement 

recruitment strategies and outreach activities for their respective groups. 

Goal 2: Including and Engaging DTRA’s Workforce: In FY21, the Agency will continue to 

strengthen its Diversity and Inclusion (D&I) Program. The EI Office will implement the 

following strategies: 

• Diversity and Inclusion Strategic Plan: The EI Office, D&I Council and ERGs will 

create a D&I Strategic Plan to establish a cohesive and comprehensive framework. The 

plan will also incorporate a targeted Diversity Recruitment and Outreach Plan to recruit 

minorities and women in Science, Technology, Engineering and Mathematics (STEM) 

occupations. This effort will be facilitated with members of the D&I Council and ERG 

Leads and Co-Leads to provide various perspectives and ideas and ensure an inclusive 

Agency plan. 

• Employee Engagement Initiatives: The Agency will develop a roadmap to foster and 

sustain Employee Engagement utilizing the Federal Employee Viewpoint Survey – New 

Inclusion Quotient (New IQ) index scores to position DTRA as one of the Best Places to 

Work. These efforts will ensure everyone is valued, appreciated and treated with respect 

while building a healthy and inclusive culture. 

• Communication and Branding: The Agency will develop a DTRA brand and variety of 

communication strategies to integrate D&I throughout the Agency to promote an inclusive 

culture. 
• Best Practices for ERGs and D&I Council: In FY21, the EI Office in collaboration with 

a contracted vendor, will collaborate to support the D&I Council and ERGs by providing 

best practices and strategies.

Anti-Harassment Program (AHP): In FY21, the Agency will finalize the coordination of the 

AHP Instruction with Office of General Counsel, Human Resource and Inspector General and 

issue the instruction to the DTRA workforce. In addition, EI will ensure disability-related 

examples are included in the training for supervisors and managers as well as immediate and 

appropriate corrective actions to prevent harassing conduct in the workplace. The AntiHarassment Program Manager will also engage the workforce by conducting a Harassment Free 

Zone Training for supervisors and employees; market the AHP via blogs and the Agency website 

and enhance training and awareness at remote locations. 

IWD Communication for Career Development: The IWD ERG will continue to engage the 

EI Office for an exchange of ideas and to assist in the success of the group. The Disability 

Program Manager (DPM) will collaborate with the IWD ERG to identify barriers for IWDs and 

IWTDs. In addition, the DPM and HR will collaborate on ways to disseminate information to 

the IWDs and IWTDs workforce to ensure career development, mentoring and other 

opportunities are timely available to the workforce.

Goal 3: Optimize Inclusive Diversity Effort using Data Driven Approaches

Trends Report/Data Monitoring Tool: The EI Office will develop a process to explore ways to 

identify triggers and barriers in various data sources including EEO complaints data, exit 

interview data, climate surveys, anti-harassment program and special emphasis programs. EI will 

engage ERGs and conduct a barrier analysis workshop and provide other resources to ensure all 

sources of data are examined.

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

analyze applicant flow data to determine areas of low participation 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.

EEO Complaints: EI has made great strides to track EEO complaint trends in the past year, to 

include entering complaints in the iComplaints data management tool. For the first time, EI was 

able to produce the FY20 462 Report through iComplaints based on the measures undertaken. 

Efforts to load prior year complaints into iComplaints will ensure a more comprehensive trends 

analysis. Additionally, EI will be onboarding a new team member who will have a primary duty 

of analyzing data, conducting trend analysis and detailing the information in periodic reports. 
STRATEGIC ACTIVITIES RELATING TO HISPANIC EMPLOYMENT 

ACTIVITIES 

As of September 30, 2020, Hispanics comprised of 3.9 % of DTRA’s workforce and 8.9% of the 

DTRA ABQ employees.

Hispanic Employment: DTRA ABQ continues to meet quarterly with the Albuquerque 

Hispano Chamber of Commerce to coordinate outreach and recruitment efforts with local and 

state governing bodies. These efforts allow DTRA to partner with the local government to meet 

the employment needs of the community.

Hispanic Recruitment and Outreach: DTRA continues to focus, review and modify 

recruitment strategies to ensure these efforts result in a diverse applicant pool that includes 

Hispanics. Ongoing recruiting efforts include outreach at virtual events, community events and 

informational briefs at local schools and colleges/universities with large Hispanic populations 

such as the University of New Mexico, New Mexico State University, Central New Mexico 

Community College and the Society of Hispanic Professional Engineers (SHPE) Regional 

Leadership Development Conference Region 3, the nation’s largest association dedicated to 

fostering Hispanic leadership in the STEM field. In addition, special recruitment teams were 

established for engineering and scientist positions specifically targeted to Hispanic/Latino 

Americans seeking employment, as well as increased collaboration with professional Hispanic 

affinity organizations. DTRA attended one outreach event that engaged over 150 prospective 

candidates. The Agency had two additional Hispanic focused events cancelled due to COVID19. 

The Agency continues to use various strategic initiatives to improve Hispanic Employment 

within the Agency.

Kirkland Air Force Base Hispanic Heritage Month Collaboration: DTRA Albuquerque

(ABQ) continued its outreach and recruitment efforts by partnering with neighboring federal 

agencies and engaging senior leadership. On October 3, 2019, The ABQ EI Office attended the 

377th Air Base Wing Hispanic Heritage Month Observance and supported the event and 

promoted a table of resources on Science, Technology, Engineering, and Mathematics (STEM). 

DTRA ABQ met with the Hispano Chamber of Commerce to coordinate outreach and 

recruitment efforts with local and state governing bodies.

On November 5, 2019, DTRA’s ABQ participated for the first time in the 377th Diversity

Heritage Day which encompassed various ethic events such as food tasting and cultural 

education and awareness. The event was available to all DTRA ABQ employees. In addition, 

DTRA ABQ participated in the Native American and Alaska Native Heritage Month event at the 

Sandia Lab Partnership. During the month of November, there were numerous cultural 

“storytelling” events held that was available to all DTRA personnel. 

Hispanic Working Group and Climate Assessment: The Hispanic Working Group engaged

Hispanic employees and discussed the Agency's efforts such as the Hispanic Working Group 

action plan report and next steps for outreach into the community. The Working Group 
conducted a climate assessment for the ABQ workforce. Fifty-Two percent (52%) of the ABQ 

workforce took the assessment. The results indicated there is a need for improvement in 

employee recognition and promotion, career development and Senior Leadership. There were 

positive outcomes for ABQ’s first line supervisor, mission and accountability.

Community Action Board: The ABQ EI Office consistently represents DTRA at the Kirtland 

AFB Community Action Board (CAB). The CAB promotes collaboration among helping 

agencies to reduce redundancies, identify gaps in services, and develops and implements local 

solutions to support the Total Force.

Senior Leadership Engagement: The EI Office sends out monthly “Food for Thought” emails 

to engage DTRA ABQ Senior Leadership around such topics as mentoring, allyship and 

improving opportunities for female employees. 

In FY 2021, DTRA will continue its outreach, recruitment, hiring, career development, and 

retention of Hispanics through the use of the following strategic activities:

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

rates for Hispanic employees, through exit surveys.

• 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
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 Disabilities (IwDs)

(12%) and Individuals with Targeted Disabilities (IwTDs) (2%) by 2020. In FY20, the 

Disability workforce consisted of: Disability 187 (13.44%) and Targeted Disability 26 (1.87%).

Disability Employment Program: In FY20, the EI Office continued to manage the Workforce 

Recruitment Program (WRP). Three 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 permanently hired into government positions. DTRA continues to 

recruit 30 percent or more disabled Veterans. In FY20, the civilian workforce was 1,404 of 

which 771 (55%) were Veterans. Of the 771 Veterans, 380 (49%) were identified as disabled 

Veterans, and 324 (42%) were identified as 30% or more disabled Veterans. The Agency new 

hires were 138; 70 (51%) were Veterans and 35 (25%) were identified as 30% or more disabled 

Veterans.

Disability Awareness Training: The Agency hosted a virtual Disability Awareness and 

Inclusive Training for the workforce on August 13, 2020. Guest presenters were Ms. Diane 

McBride from the Department of the Blind and Vision Impairment (DBVI) and Ms. LaPearl 

Smith from Department for Aging and Rehabilitation Services (DARS) educated the workforce 

of how to interact with Individuals with Disabilities. This event was well supported, 26 

individuals participated virtually and were engaged. 

National Disability Employment Awareness Month (NDEAM): This year marked not only 

the 75th observance of NDEAM, but also the 30th anniversary of the American with Disabilities 

Act. The Agency hosted a Disability Awareness and Etiquette Training to educate the workforce 

on the Disability laws that support IwDs from being discriminated against, different hiring 

authorities for IwDs, reasonable accommodations, and areas that are required by law, and the 

proper ways to interact with IwDs. There were 55 individuals in attendance virtually. 

Reasonable Accommodation (RA): The Agency processed 23 RA requests, which included a 

combination of assistive technologies, sit/stand workstations, chairs, keyboards, space heater, 

hearing aid monitor and real time captioning. The RA coordinator worked closely with the 

Information Technology Directorate and Building Manager to provide approved 

accommodations for individuals, such as eight sit/stand workstations, two ergonomic keyboard, 

one space heater and seven ergonomic chairs; coordinated with the Safety and Occupational 

Health Office to ensure ergonomic assessments were conducted upon request. The Agency 

provided Sign Language Interpreter (SLI) services for workplace meetings, conferences, 

training, and special events and maintained a SLI log which tracked expenditures for all events 

and requirements. The Agency processed five Computer Accommodation Program (CAP) 

requests at no cost to DTRA as CAP is a free service provided by DoD.

The EI Office hosted a Veterans Day Celebration to honor Veterans in the Agency for their 

service. The theme was, “Honoring Those Who Served.” Guest speaker was SgtMaj (Retired) 

Michael Mack. SgtMaj Mack shared stories of his success and determination with thought 

provoking topics on Teamwork, Peace, Joy, and Purpose. He shared his experiences in the 
military and the challenges he encountered. Several individuals throughout the Agency, were 

invited and willingly participated in the success of the program. The video was created to 

celebrate the accomplishments of Veterans and to reflect on the services they provided.

Created Disability Toolkits: The EI Office created two toolkits (Veterans Employment and 

Workforce Recruitment Program (WRP)) for Supervisors and Managers to assist in 

understanding the special hiring authorities, bring awareness of the programs and the benefits to 

the interns in the Agency.

The EI Office informed Schedule A applicants on the hiring process and provided them with a 

Schedule A Fact Sheet. Also, the Special Emphasis Program Manager held telephone 

conversations with Schedule A applicants to discuss the Schedule A hiring process. 

The Agency FY21 Planned Activities are as follows:

• Coordinate with IwDs ERG to identify and conduct barrier analysis

• Establish a plan to correct the barrier(s) involving IwDs and IwTDs

• Host a Disability Information Sharing Session

• Provide Disability Etiquette Training for Managers/Supervisors

• Conduct a Section 504/508 Bi-annual discussion

• Create a Disability Toolkit for Managers/Supervisors
FY 2020 FEORP Progress Tracker 

Type Agency Name Below

Defense Threat Reduction Agency (DTRA)

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 Example: The agency is in the process of 

launching a new mentoring program in the 

Yes first quarter of FY 2020.

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 %)

Percent of employees involved with 

mentoring in FY 2020

Response 

5.00%

Percent of SES involved with 

mentoring in FY 2020

Response

56.00%

Percent of managers involved with 

mentoring in FY 2020

Response 

0.00%
Percent of supervisors involved 

with mentoring in FY 2020

Response 

0.00%

Count of employees involved with 

mentoring in FY 2020

Response 

121

Count of SES involved with 

mentoring in FY 2020

Response 

9

Count of managers involved with 

mentoring in FY 2020

Response 

52

Count of supervisors involved with 

mentoring in FY 2020

Response 

52

Total number of employees eligible 

to participate in FY 2020

Response 

2300

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 In FY 21, the D&I Council and Equity, 

Diversity and Inclusion Office has scheduled 

to provide Barrier Analysis and Change 

Management Training.

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

Diversity and Inclusion Training

Quantitative Questions (# or %)

Percent of employees who have 

participated in formal Diversity and 

Inclusion Training in FY 2020

Response 

1.8%

Percent of Senior Leadership that 

have participated in formal 

Diversity and Inclusion Training in 

FY 2020

Response 

0.16%

Response 
Count of employees who have 

participated in formal Diversity and 

Inclusion Training in FY 2020

435

Count of Senior Leadership that 

have participated in formal 

Diversity and Inclusion Training in 

FY 2020

Response 

36

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 

2020

Response 

2300

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 D&I Council was established in 

Yes September 2020

Diversity and Inclusion Council has 

a charter 

Response The charter was developed and signed in 

Yes September 2020

Council members have received 

training 

Response Executive Order - 13950 will not permit 

D&I/Unconscious Bias Training at this time.

No

Council’s mission aligns to agency 

mission 

Response 

Yes

Frequency of council meetings (e.g. 

annual, semiannual, quarterly, 

other)

Response The Council has established monthly 

meetings for the third Thursday of every

Quarterly month.

Diversity and Inclusion Council

Quantitative Questions (# or %)

Percent of employees on council Response 

0.05%

Percent of Senior Leadership on 

council 

Response 

0.33%

Count of employees on council Response 
69

Count of Senior Leadership on 

council 

Response 

9

Total number of people on council Response 

78

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 

Yes

The SES Candidate Development 

Program is evaluated regularly

Response 

Yes

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

Development Program

Quantitative Questions (# or %)

Percent of employees who 

participated in the SES Candidate 

Development Program in FY 2020

Response 

3.00%

Response 
Percent of employees who 

participated in a Career 

Development Program in FY 2020

6.00%

Count of employees who 

participated in the SES Candidate 

Development Program in FY 2020

Response 

3

Count of employees who 

participated in a Career 

Development Program in FY 2020

Response 

18

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

The EI Office provided revised language for D&I elements for 

SES performance plans based on recommendations from the 

D&I Council. Yes 0.00% 15

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

The EI Office provided revised language for D&I elements for 

Supervisory performance plans based on recommendations 

from the D&I Council. Yes 0.00% 199

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 EI Office will draft a D&I element for employee 

performance plan.

No 0.00% 1177