Post on 31-Dec-2015
description
transcript
Special Emphasis Programs
Pacific West Area
James Pan(Chemist)
Special Emphasis Program ManagerAsian American/Pacific Islander Program
Pacific West Area
1
What are PWA Special Emphasis Programs (SEPs)and why are they needed?
Duties, roles and responsibilities of the Special Emphasis Program Manager.
Sponsoring Special Emphasis Program activities.
What does it take to be a SEPM?
Strategies for managing the Special Emphasis Programs.
2
Course Content
The Special Emphasis Program is a management program designed to promote equal opportunity in the hiring, advancement, training, and treatment of women, minorities, and individuals with disabilities.
3
What is the Special Emphasis Program (SEP)?
4
Why are Special Emphasis Programs Needed?
Special Emphasis Programs advocate necessary change to overcome barriers that restrict equal employment opportunity for groups underrepresented groups in the workforce and/or in the higher grade levels.
Asian/PI Total Asian/PI Men Asian/PI Women0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
14.00%
3.80%
2.00% 1.80%
12.42%
7.13%
5.29%
PWA WF PROFILE DATAPermanent Employees
CLFPWA Workforce
5
Asian/Pacific Islander employees represent 12.42% of the total PWA permanent workforce (983).
Asian/Pacific Islander employees are better represented in the PWA than in the CLF – 12.42% as compared to 3.80%. Among the 122 permanent Asian/Pacific Islander employees in the PWA, 70 were male and 52 were female.
Executive/Senior Level (Grade 15 & SES)
Mid-Level (Grades 13 & 14)
First-Level (Grades 12 & below)
Other Officials & Managers
0 100 200 300
93
196
71
23
10
36
6
5
PWA WF PROFILE DATAOccupational Category – Officials &
ManagersPermanent Employees
Asian/PI EmployeesPWA Total Em-ployees
6
The Civil Rights Act of 1964 was passed. The Federal government was not covered by this Act.
SEP 24, 1965: Johnson issued Executive Order 11246 that prohibits discrimination based on race, color, national origin, and religion in the Federal government (sex was added as a discriminating factor in 1967). The Order establish that each executive department and agency would promote full realization of equal employment opportunity through a positive and continuing program.
1969: President Nixon signed Executive Order 11478, requiring agencies to develop and implement an affirmative program in the Federal government to assist in alleviating the problem of discrimination.
8
Legal Basis for SEPs
OPM has given Federal agencies discretion in deciding which groups should be represented.
USDA’s-Office of the Assistant Secretary for Civil Rights has directed that the Department establish SEPs and appoint SEPMs for the following groups: African Americans; American Indian/Alaska Natives; Asian American/Pacific islanders; Person with Disabilities; Gay, Lesbian, Bisexual, and Transgendered; Hispanics; and Women.
9
Who Decides What SEPMs Should Be Appointed?
Federal Women’s Program Manager Disability Employment Program Manager Hispanic Employment Program Manager African-American Program Manager Asian American/Pacific Islanders Program
Manager Native American Program Manager
10
Current PWA SEPMs
11
African-American ProgramChandra Holifield-CollinsUSDA-ARS-PWASouthwest Watershed Research2000 E. Allen RoadTucson, AZ 85719-1596
Asian American/Pacific Islanders ProgramJames PanUSDA-ARS-PWAProcessed Foods Research800 Buchanan StreetAlbany, CA 94710
Disability Employment ProgramDave WellerUSDA-ARS-PWARoot Disease & Biological Control Research367 Johnson Hall, WSUPullman, WA 99164-6430
PWA SPECIAL EMPHASIS PROGRAM MANAGERS
Federal Women's ProgramGloria DeGrandi-HoffmanUSDA-ARS-PWAHoney Bee Research2000 East Allen RoadTucson, AZ 85719-1596
Hispanic Employment ProgramEduardo BautistaUSDA-ARS-PWAWater Management & \Conservation Research21881 North Cardon LaneMaricopa, AZ 85239
Native American ProgramTom UnruhUSDA-ARS-PWAFruit & Vegetable Research5230 Konnowac Pass RoadWapato, WA 98951
Provide support to EEO program goals
Involvement leads to buy-in for EEO projects and programs
Valuable source of networking
12
Why are Special Emphasis Program Managers (SEPMs) Needed?
To address the unique concerns of special emphasis groups in achieving diversity, inclusion and equal opportunity in employment activities.
Examples include:
Analysis of the barriers affecting the recruitment and advancement of women and minorities.
Development of contacts to provide hiring officials sources of outreach for underrepresented groups.
Coordination or sponsoring of special observance events which focus on education.
13
Responsibilities of the SEPMs
Strong commitment/genuinely interested
RL/Supervisor support/approval (5-20% time)
Strong oral and written communication skills
Ability to work with diverse groups
Team player/detail oriented
Work independently/self-motivated
14
What Does It Take?
Not enough time to devote to SEPM activities
Managers & Supervisors do not know what the function and purpose of the program is
Not enough training
15
Potential Barriers for SEPMs
Keys to Success
Involve ODEO Manager in your program
Keep your supervisor informed
Develop and maintain contacts with organizations that serve your target group
Publicize & Promote the SEP to Area employees – BE VISIBLE
Develop work plans & follow through
16
Establish a reference library(directives, recruitment sources, networking sources, etc.)
Set up a filing system(program related materials)
Meet with the SEP Committee
Work with your ODEO Program Manager
17
Implementing Your Special Emphasis Program
Sing Tao Daily (Internet option – NY, SF, Chicago, LA, etc.)
World Journal (Used by CIA extensively between 9/09 and 1/10 – NY, SF, Chicago, LA, etc.)
KTSF 26: The Face of the Bay Area (Chinese, Japanese, Korean, Vietnamese)
KCNS Channel 38: Sino TV (Asian/Multicultural Television – SF Bay Area)
18
Sampling of Recruitment Sources
Mentoring/Project SEED (ACS) Summer Internship Programs Agricultural Sciences Academic Workshop USDA-HSI Student Ambassador Program Pumping Up the Math & Science Pipeline
Program USDA/ARS Future Scientists Summer
Institute
19
Examples of Current PWA Student Outreach Programs
Work with ODEO Manager to:
Analyze the workforce & identify barriers to the employment and advancement of women, minorities, and individuals with disabilities.
Prioritize the barriers & develop a plan of action.
Provide your findings to management. Coordinate & carry out the action
plans. Follow up.
20
Identifying Problems/Barriers
Establish contact with Committee Chairs
Increase personal involvement, which promotes a sense of commitment
Promote SEPMs as a valuable source of information
Endorse routine face-to-face meetings or teleconferences
21
Working with Area Committees:Location Diversity/EEO CommitteesPWA Workforce Diversity Committee
Members function as a unit
Members participate actively in group efforts
Members work toward common goals
Members have the data and skills needed to attain the group’s goals
Members ask for, and receive, suggestions, opinions from each other.
22
The SEPM Committee
Sponsor activities that support the mission of the SEP (to promote equal opportunity in the hiring, advancement, training and treatment of women, minorities, and individuals with disabilities)
Choose appropriate training /event topics with two goals in mind:1. Educate (subject matter experts)2. Celebrate (special emphasis month events)
23
Sponsoring SEP Activities
Mechanics Of Upward Mobility (invite top management speakers)
Employment Applications/Merit Promotion (invite personnel office speakers)
Special Emphasis Month Commemorations
Seminars (invite subject experts, career forum, sharing of personal experiences, etc.)
24
Possible SEP Activities
25
Summary• Special Emphasis Programs are an integral
part of the ARS Outreach, Diversity and Equal Opportunity Program.
• Special Emphasis Program Managers were established to assist agencies in ensuring that EEO is present in all aspects of employment and that positive actions are being taken to address underrepresentation.
• SEPMs provide advice and assistance to management and supervisory officials to help them meet EEO program goals and objectives.
26
Conclusions/Thoughts
• Learning opportunity
• Personal growth opportunity
• Sense of accomplishment/personal satisfaction
• Making a difference in PWA for underrepresented groups
“Our AAPI communities haveroots that span the globe, butthey embody a rich diversity, and a story of striving andsuccess that are uniquely American.”
~President Barack Obama
27
28
Acknowledgements
Norma WarnerInstructorUSDA Graduate SchoolManaging a SEP(for sharing some of her slides)
Matthew TomUSDA-ARS-PWAEngineering TechnicianProcessed Foods ResearchWestern Regional Research Center
Charmaine ScardinaUSDA-ARS-PWA-OADEqual Employment Specialist
Robert MatteriUSDA-ARS-PWAAssociate Area Director