Priority 1.2: Leaders shall review the wide range of current policies, programs, systems, and techniques currently in use and in order to determine specific initiatives that should be enhanced and improved Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Evaluate diversity, inclusion, and engagement elements in performance plans Hold Senior Executives accountable for diversity and inclusion goals and objectives. Institute monthly diversity performance briefings to the Secretary. Secretary Deputy Secretary Executive Resources Board Deputy Secretary Chief of Staff Target 2017 Target 2017 Evaluate the effectiveness of employee resource groups Evaluate Employee Resource Groups (ERG) via Quarterly Meetings with the Deputy Secretary. Assess Federal Employee Viewpoint Survey. Assign the Barrier Analysis Team to review and evaluate the effectiveness of employee resource groups in assisting the Department to advance diversity and inclusiveness. Deputy Secretary Director of Human Resources Director of Human Resources Bureau Directors Chief Diversity Officer Barrier Analysis Team Target 2018 Target 2017 Target 2018 Assess mentoring and coaching programs Institute formal and informal mentoring programs that encompass guided mentoring opportunities and mentoring options. Director of Strategic Employee and Organization Development Bureau Training Coordinators Target 2018 Assess inclusive diversity training Establish performance measures to determine effective training and recommend improvement. Assess impact of the Diversity Change Agent (DCA), Dignity & Respect Campaign, New Inclusion Quotient (New IQ) and recommend improvement. Director of Civil Rights Bureau Directors Chief Diversity Chief Diversity Target 2017 Ongoing GOAL 1 – DIVERSIFY THE FEDERAL WORKFORCE THROUGH ACTIVE ENGAGEMENT OF LEADERSHIP
GOAL 3 – OPTIMIZE INCLUSIVE DIVERSITY EFFORTS USING DATA-DRIVEN APPROACHES: Federal agencies shall intensify efforts to create and foster diverse, high-performing workforces, utilizing data-driven approaches and optimizing policies, processes, and programs to drive inclusive diversity efforts and accomplish agencies’ missions Priority 3.1: Create a diverse, high-performing workforce, utilizing data-driven approaches to recruitment Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Analyze applicant flow data Develop capability to collect and analyze applicant flow data. Director of Human Resources Director of Civil Rights Target 2018 Educate hiring managers Educate supervisors/hiring managers through training opportunities, focus group sessions, and information on the roles, responsibilities and how to build collaboration in the recruitment and hiring process. Director of Human Resources Director of Civil Rights Ongoing Design fair and effective recruitment strategies that casts the broadest net possible and apply merit principles Develop a Hiring Excellence Dashboard that integrates applicant flow data, Federal Personnel/Payroll System (FPPS), Management Directive (MD) 715, HRStat, and other relevant information to provide clear, consistent, and usable information to hiring managers, HR Professionals and leadership that drives improved planning and utilization of hiring authorities/flexibilities. Continue the use of strategic diversity meetings during the staffing process between HR, Hiring Managers and EEO. Director of Human Resources Director of Human Resources Director of Civil Rights Chief Diversity Officer Ongoing Ongoing GOAL 3 – OPTIMIZE INCLUSIVE DIVERSITY EFFORTS DATA-DRIVEN APPROACHES
Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Utilize applicable special hiring authorities as supplements to competitive hiring processes Train managers on all hiring tools available which can be used to supplement the competitive hiring process. Promote the utilization of hiring flexibilities/authorities as part of a multi-tiered recruitment approach. Director of Human Resources Chief Diversity Officer Director of Human Resources Ongoing Ongoing 5. Partner with diverse organizations to help recruitment draw from all segments of society Expand external outreach to increase visibility and marketability of D&I programs across the Department. Coordinate the formation of a Diversity Joint Venture to more effectively collaborate with other Federal agencies, Non-governmental organizations (NGO), State and organizations, and academia to collaborate on diversity and inclusion initiatives. Director of Civil Rights Director of Human Resources Diversity Change Agents Director of Civil Rights Chief Diversity Officer Diversity Change Agents Ongoing Ongoing 6. Conduct a review of potential implicit biases within the organization Conduct a review of potential implicit biases within the organization. Conduct several training sessions to all employees throughout each year on New Inclusion Quotient (New IQ). Civil Treatment, Unconscious Bias, Diversity Tips/Moments/ Special Emphasis/Observance Events. Director of Civil Rights Diversity Change Agents Director of Strategic Employee and Organization Development Director of Civil Rights Bureau Training Coordinators Diversity Change Agents Ongoing Ongoing GOAL 3 – OPTIMIZE INCLUSIVE DIVERSITY EFFORTS USING DATA-DRIVEN APPROACHES
Priority 3.2: Foster a diverse, high-performing workforce by utilizing data-driven approaches to promotion opportunities and career development Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Develop career enhancement opportunities Examine current career enhancement opportunities and evaluate whether improvements can be implemented. Director of Strategic Employee and Organization Development Bureau Training Coordinators Managers and Supervisors Director of Human Resources Ongoing Utilize appropriate collaborative practices and social media technologies Work with Office of Communications and HR to assess current social usage for outreach and recruitment activities. Director of Communications Director of Human Resources Diversity Change Agents Ongoing Collaborate with Special Emphasis Program Managers, affinity groups, and employee resource groups Establish monthly meetings between Special Emphasis Program Managers (SEPM), and employee resource groups to share best practices for achieving a diverse and inclusive workplace. Director of Human Resources Director of Civil Rights Special Emphasis Program Managers Employee Resource Groups Diversity Change Agents Ongoing GOAL 3 – OPTIMIZE INCLUSIVE DIVERSITY EFFORTS DATA-DRIVEN APPROACHES Priority 3.3: Collect relevant performance data to establish a business case for diversity and inclusion for the agency