Provide training to managers about practical ways to create a diverse workforce. (e.g., understanding differences, identifying agency’s culture and values, and cross cultural and generational communication) 9/30/12 On-going MD 715 FEORP/HEP DVAAP/ HCIP On-line, Ad-hoc, and face-to-face training is provided to at least 90% of managers and supervisors First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] Provide Special Hiring Authority training to EEO and HR staff, as well as hiring officials Current on-line EEO, Diversity and Inclusion, and Conflict Management course will be updated to include a Schedule A module. 9/30/12 On-going VACO and Administrations’ EEO, ODI, Office of Resolution Management (ORM) and HR Officials Dean of VA Learning University MD 715 DVAAP On-line, Ad-hoc, and face-to-face training is provided to at least 90% of EEO and HR Staff, as well as managers and supervisors. Schedule A module will be added to current on-line EEO, Diversity and Inclusion, and Conflict Management course First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] Ensure that EEO/diversity training and materials are available on–line from VALU, available for viewing on VAKN, available as published documents, and available through other means, such as conference calls, shadowing assignments, etc. 9/30/12 VACO, VHA, VBA, and NCA ODI, EEO and HR Offices Dean of VA Learning University VACO Media Office MD 715 FEORP/HEP DVAAP EEO/diversity training and materials are available on–line; on VAKN; as published documents; and through other means, such as conference calls, shadowing assignments, etc. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here]
Deliver ADR/Conflict Management Training. 9/30/12 On-going ORM/ADR Office MD 715 FEORP/HEP DVAAP On-line, Ad-hoc, and face-to-face training is provided to at least 90% of managers and supervisors. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] COMMUNITY OUTREACH & RECRUITMENT Objective 1 - Address Less than Expected Participation Rates for White women, Hispanic women, and PWTD; (MD 715 Triggers) through increased targeted outreach and recruitment efforts. Strategic Planned Activity Target Date Responsible Official/Office Reports & Initiatives Accountability Measures Accomplishments by quarter (enter date completed) VA HR and EEO Offices will collaborate to determine base levels and establish goals to increase outreach efforts with Hispanic, Disability, and Women serving institutions/ organizations 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials MD 715 FEORP/HEP DVAAP Base levels are identified and future goals are established and incorporated into local affirmative employment plans and workforce succession plans. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] VA HR and EEO Offices will collaborate to identify job fairs in their respective areas that target women, people with targeted disabilities, and Hispanics; determine base levels from previous participation levels; then, establish goals to increase participation. VA HR and EEO Offices will collaborate to ensure meaningful participation and results at recruitment events by, at a minimum, ensuring candidates who are eligible for hire under special hiring authorities are given full are collected and reviewed to determine qualifications. 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials DVAAP Base levels are identified and future goals are established and incorporated into local affirmative employment plans and workforce succession plans. The number of resumes collected and reviewed and interviews conducted for candidates eligible for hire under special hiring authorities are tracked and reported. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here]
Monitor and quarterly report the usage rate of special hiring authorities, such as Schedule A, Veterans’, and student appointments. 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials DVAAP The number of hires from special hiring authorities are tracked and reported quarterly. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] HR and EEO officials will collaborate to review MD 715 Table A6 to determine less than expected participation rates for VA major occupations and incorporate strategies to address via recruitment in applicable local FEORPs, MD 715, and workforce succession plans. VACO and Administrations’ EEO, ODI, and HR Officials Local FEORPs, MD 715, and workforce succession plans incorporated strategies to address low participation rates in major VA occupations. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] Identify, maintain, and post on ODI’s website a list of Selective Placement Coordinators and Reasonable Accommodation Coordinators, to ensure prospective candidates have contact information for someone who can assist them with the application process 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials MD 715 DVAAP Secretary’s 2% goal to hire people with disabilities List are posted and maintained on ODI website. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] Continue to administer Diversity Internship Programs to attract college students from diverse backgrounds. 9/30/12 Ongoing VACO and Administrations’ EEO, ODI, and HR Officials 715/FEORP Students are sponsored at established goal levels through VA Diversity-Focused Internship Programs; sponsorship levels are tracked and reported. Conversion rates will be tracked for students who are employment ready. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here]
MENTORING Objective 1 - Ensure mentoring programs are inclusive of women, minorities, and PWTD Strategic Planned Activity Target Date Responsible Official/Office Reports & Initiatives Accountability Measures Accomplishments by quarter (enter date completed) Continue Administering VACO’s various leadership and development mentoring programs. Track participation by race, ethnicity, and gender to identify groups that have less than expected application, selection, and graduation rates for VA’s career development and leadership. Based on results, officials will develop and action plan with corrective strategies and report on results. 9/30/2012 On-going VHA, VBA, NCA, ODI, EEO & Administration HR Officials Dean of VA Learning University FEORP/HEP/ Anomalies and disparities are identified and corrective strategies are incorporated in Local FEORPs, MD 715, and workforce succession plans. Overall participation rates by REG will be tracked and reported. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] Continue Administering Mentor Certification Programs to ensure VHA has skilled certified mentors, coaches and preceptors. 9/30/2012 VHA, VBA, NCA, ODI, EEO & Administration HR Officials Dean of VA Learning University Certification rates will be tracked and reported. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here]