1

OFFICE OF DIVERSITY MANAGEMENT AND EQUAL EMPLOYMENT OPPORTUNITY

A program office within VA’s Office of Human Resources and Administration

VACO MD-715 Workforce Data

for FY 2011 Part I Plan

1

2

Labeling Conventions• MD-715 refers to EEOC Management Directive 715.• Onboard workforce data reflects FY2010.• RCLF refers to the Relevant Civilian Labor Force from the 2000 Census,

which is limited to VA occupations in VA proportions.• The term “trigger” refers to a data anomaly that merits further review. It

may or may not turn out to be a “barrier” requiring planning and action.• RNO = Race and National Origin, and is abbreviated:

WM = White Male; WW = White women; BM = Black or African American men; BW = Black or African American women; HM = Hispanic or Latino men; WH = Hispanic or Latino women;AM = Asian American men; AW = Asian American womenPM = Hawaiian or other Pacific Islander men;PW = Hawaiian or other Pacific Islander womenIM or Indian = American Indian or Alaska Native men; IW or Indian = American Indian or Alaska Native women

Note: Data in this presentation incorporate both permanent and temporary employees

3

Field Supervisory Level 1-4Definitions

• Supervisory Level 1 for Field = Field Facility Director, VISN Director • Supervisory Level 2 for Field = VISN Deputy Director, VISN Chief

Medical Officer, Associate Director, Chief of Staff, Nurse Executive/Chief Nurse

• Supervisory Level 3 for Field = Assistant Director• Supervisory Level 4 for Field = Chief, Medical Administration Officer

(Independent OPC), Field Supervisor, VCSFO

4

VACO Supervisory Level 1-4Definitions

• Supervisory Level 1 for VACO = Administrator, Deputy Administrator, Associate Deputy Administrator, Assistant Deputy Administrator, Chief Benefits Director, Chief Data Management, Chief Medical Director, Director, National Cemetery System, Staff Office Head

• Supervisory Level 2 for VACO = Deputy Chief Medical Director, Assistant Chief Medical Director, Deputy Assistant Chief Medical Director, Deputy Chief Benefits Director, Deputy and Assistant Deputy Chief Data Management Directors, Deputy Director, National Cemetery System, Associate Deputy Chief Medical Director, Associate Deputy Chief Medical Director for Operations, Assistant Staff Office Head

• Supervisory Level 3 for VACO = Director of Service or Staff, Area Field Directors

• Supervisory Level 4 for VACO = Assistant, Associate or Deputy Director of Service or Staff, Deputy Assistant General Counsel, Construction Project Supervisor

5

VA Diversity & Inclusion Strategic Plan

Trigger 1 addresses Goal 1 of the VA Diversity and Inclusion Strategic Plan (DISP): Create a diverse, high performing workforce that reflects the communities we serve by identifying and eliminating barriers to equal opportunity.

Triggers 2, 3, and 4 address Goal 2: Cultivate an inclusive workplace that enables full participation through strategic outreach and retention.

Trigger 5, not shown, addresses Goal 3: Outstanding customer service and stakeholder relations by promoting cultural competency,

accountability, education, and communication.

6

Onboard v. RCLF

%

Less than expected representation of White men &

women

Less than expected representation of Asian men &

women

7

Trigger 1: Underrepresentation

There are 119 occupational codes under VACO’s umbrella, below represents the unofficial or major listing where underparticipation exist:

- 260 Equal Employment Opportunity (WM, WW, HM, AM)- 301 Miscellaneous Administration and Program (WM, WW, HM, HW, AM, AW, IW)- 303 Miscellaneous Clerk Assistant (WM, WW, HW)- 343 Mgmt & Program Analysis (WM, AM, IM)- 391 Telecommunications (WM, HM, HW, AM)- 501 Financial Admin & Program (WW, HM, HW, AW, IM)- 510 Accounting (WM, WW, AM, AW)- 525 Accounting (WW, AM, AW)- 905 General Attorney (WM, HM)- 950 Paralegal (WW, HW, AM)- 986 Legal Assistance (WM, WW, HM, HW, IW)- 1102 Contracting (WM, WW, HW)- 2210 Information Technical Management (WM, WW, AM, AW)

Hiring v. Availability

%

* Special Hiring Authority

Hiring must be greater than onboard to eventually reach RCLF

Hiring must be greater than onboard to eventually reach RCLF

Trigger 2: Promotions

%

GS/GM 13-15

Promotions of White, Hispanic and Asian men are not proportionate compared to the other

groups for this GS/GM grade range

Trigger 2: Promotions

%

GS/GM 7, 9, 11, 12Promotions of White men are not proportionate compared to the other groups for this GS/GM

grade range

11

Targeted Disability PromotionsPermanent only, as of August 2010

*TD Promotions (Expected) = Promotions Percent) times Onboard (TD) (Individual qualifications not taken into account )

Occupational SeriesOnboard (TD)

Onboard (Total)

Promotion (Total)

Promotion (Percent)

*TD Promotion (Expected)

TD Promotion (Actual)

TD Promotion (Variation)

0201 Human Resources Management 0 167 39 23% 0 0 0

0260 Equal Employment Opportunity 7 111 17 15% 1 0 -1

0301 Miscellaneous Admin and Program 5 537 97 18% 1 0 -1

0303 Miscellaneous Clerk and Assistant 8 259 27 10% 1 1 0

0343 Mgmt & Program Analysis 11 743 112 15% 2 1 -1

0391 Telecommunications 1 159 14 9% 0 0 0

0501 financial Administration & Program 1 152 52 34% 0 0 0

0510 Accounting 3 131 25 19% 0 0 0

0525 Accounting Technician 3 163 11 7% 0 0 0

0801 General Engineering 0 102 11 11% 0 0 0

0905 General Attorney 6 923 251 27% 2 2 0

0950 Paralegal Specialist 1 123 22 18% 0 0 0

0986 Legal Assistant 1 113 17 15% 0 0 0

1102 Contracting 3 428 107 25% 1 2 1

2210 Information Tech Mgmt 98 6171 908 15% 15 17 2

Leadership

%

Leadership definitions defined on slides 3 and 4

White women seem to have some difficulty moving into

leadership positions

Pool of Leadership Grades include: GS/GM grades 14 & 15, SES, 7401 Physician, Dentists VM/J, 7405 Physician, Dentists AD/L, 7401 Nurses, PA, EFDA VN/K grades 4 & 5, 7405 Nurses, PA, and EFDA AD/M grades 4 & 5.

Career Improvement

%

Pool: VA GS grade 1-9, permanent only.

Improved: Those who moved to occupations with higher average grades

White men, Black men, Asian men and women, and Indian women seem to have some difficulty moving into occupations

with higher earnings potential

2011 Goal: 2%

FY10 FY09 DIFFERENCE

Staff Offices 1.48% 1.59% -0.11%

VA 1.51% 1.43% 0.8%

Trigger 3: Targeted Disabilities

2011 Goal: 2%

Total Hires TD Hires % TD Hires

Staff Offices 1,274 8 .63

VA 40,208 581 1.44

Targeted Disability Hires

Special Hiring Authorities

30% Service

Connected Disability

Disabled Veteran, Chap. 31 Training

Mental or Physical Disability

VA Schedule A BVA or Readjust.

Workforce Recruitment

Program (WRP)

Staff Offices

11 0 6 0 0

VA 171 15 152 8 24

Figures based on 40,208 total hires in FY2010 for VA.

Station F72010 FY09 Difference

Staff Offices 15.97% 14.75% 1.22%

VA 9.02% 8.48% 0.54%

Trigger 4: Disabled Veterans

Veterans By Age and GradeRetirement Eligible

The point here is, government employment are usually second careers for Veterans, so they don’t stay as long, which means much more effort keeping the representation constant is necessary.

The majority of all three grade groups are approaching retirement age.