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VBA MD-715 Workforce Data for FY 2011 Part I Plan. OFFICE OF DIVERSITY MANAGEMENT AND EQUAL EMPLOYMENT OPPORTUNITY A program office within VA’s Office of Human Resources and Administration. 1. Labeling Conventions. MD-715 refers to EEOC Management Directive 715. - PowerPoint PPT Presentation
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1
OFFICE OF DIVERSITY MANAGEMENT AND EQUAL EMPLOYMENT OPPORTUNITY
A program office within VA’s Office of Human Resources and Administration
VBA 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 Women
Less than expected representation of Hispanic
Women
Less than expected representation of Asian Women
7
Trigger 1: Underrepresentation
8
Trigger 1: Underrepresentation
9
Trigger 1: Underrepresentation
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
Overall, the promotions are proportionate for this GS/GM grade range
Trigger 2: Promotions
%
GS/GM 7, 9, 11, 12
Overall, the promotions are proportionate for this GS/GM grade
13
Targeted Disability PromotionsPermanent only, as of September 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)
0996 Veterans Claims Examining 206 12,063 6,048 50% 103 104 1
0998 Claims Assistance and Examining 78 2,166 604 28% 22 17 -5
0101 Social Science 36 821 137 17% 6 3 -3
0301 Miscellaneous Admin and Program 9 604 173 29% 3 3 0
0303 Miscellaneous Clerk and Assist 41 750 154 21% 9 6 -3
0901 General Legal and Kindred Admin 13 836 359 43% 6 3 -3
Leadership
%
Leadership definitions defined on slides 3 and 4
The distribution of leadership roles deserve a much deeper barrier analysis to reveal possible barriers to
equal employment opportunities
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: VBA GS grade 1-9, permanent only.
Improved: Those who moved to occupations with higher average grades
White women appear to have a harder time moving into careers with higher
earnings potential
2011 Goal: 2%
FY10 FY09 DIFFERENCE
VBA 2.25% 2.27% -0.02%
VA 1.51% 1.43% 0.8%
Trigger 3: Targeted Disabilities
2011 Goal: 2%
Total Hires TD Hires % TD Hires
VBA 3,036 60 1.98
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)
VBA 49 8 15 0 16
VA 171 15 152 8 24
Figures based on 40,208 total hires in FY2010 for VA.
Station F72010 FY09 Difference
VBA 26.92% 25.37% 1.55%
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.