Office of Human Resources Management United States Department of Agriculture BEST PRACTICES for...

Office of Human Resources Management

United States Department of Agriculture

BEST PRACTICESfor

Special EmphasisPrograms

“Every Day In Every

Way”

Fred Cheng, USDA , Diversity and Inclusion Specialist, 202 260-8316, [email protected]

AGENDA

Introductions Team building exercise What is a Special Emphasis Program? Role of Special Emphasis Program Manager Mission Statements Connections Executive Order 13583 “Diversity and Inclusion” Measuring Progress Bench Marking the MD-715 Report What is your Comm Plans? Good Ideas of Three’s Best Practices Focus Group BOTTOM LINE “BONUS” topic

*Benchmark: 2010 Estimated Civilian Labor Force: 13.6%

2Fred Cheng, USDA , Diversity and Inclusion Specialist, 202 260-8316, [email protected]

Introductions

Mr. Fred Cheng, GS-13, (wk 202 260-8316, [email protected]) USDA Departmental Diversity and Inclusion Specialist

Asian American and Pacific Islanders Program American Indian and Alaskan Natives Program

CDR Fred Cheng, U.S. Navy Reserve Intel (N2) for the Navy Reserve Commander, Naval Forces Korea (CNFK)

Other Titles and Associations Son, Brother, Husband, Father, Uncle, ST Paul Chung Church

congregation, University of Washington Alumni, U.S. Naval War College Alumni, University of Oklahoma (grad-student), Society of American Indian Government Employees (SAIGE). Federal Asian Pacific American Council (FAPAC), Asian American Government Executive Network (AAGEN), Asian Pacific American Network in Agriculture (APANA), Naval Officer Mentor Association (NOMA), Freedom Hill PTA member, Troop 976 Boy Scout volunteer, President-Silentree of Tysons Corner Home Owner Association, Landlord, San Francisco GIANTS Fan, 49ers Fan, Completed 8 Marathons (trying to run 50 marathons in 50 states)



SPECIAL EMPHASIS PROGRAMS

The primary objectives of the Special Emphasis Program is to enhance the Equal Employment Opportunity Program as it relates to federal personnel policies, practices, and equal employment opportunity. The primary objectives of the Special Emphasis Program are: Analyzing agency workforce data and identifying barriers in the areas of

recruitment, hiring, promotions, career development, reasonable accommodation and retention affecting the full representation of targeted groups (i.e. minorities, women and individuals with disabilities).

Compiling, developing, and disseminating information and documents for managers, supervisors, and employees to provide knowledge and sensitivity in all facts or issues of accessibility and reasonable accommodation of individuals with disabilities.

Developing and conducting programs such as training courses, workshops, job fairs, conferences, and commemorative observances to provide awareness, sensitivity and understanding of the special issues affecting employment of the protected groups



SEPM’sRoles, Responsibilities, Relationship

ROLE: Advisor, Coordinator, Monitor, Participant, Evaluator, Educator, and an Assistant.

RESPONSIBILITES: Understand how Recruitment, Retention, Promotion (RRP) fits into your program, To represent your agencies AAPI population, to plan and develop programs, implement and execute your programs (to include departmental and MD-715 plans), to support observances, forums, and training sessions.

RELATIONSHIP: CRITICAL to our mission. How is the relationship with your leaders, your people you are helping, your diversity & inclusion specialist? BENCHMARK – is it like Congress and its People?



SEPM’s TIME

How much time do we need? It DEPENDS

Collateral Duty 20%: 8hrs (1day) per Week 32hrs (4days) per Month 416hrs (48 days) per Year

What can you do with your TIME? It is up to YOU!!!



Mission Statements

Understand YOUR Organization MISSION!

USDA: We provide leadership on food, agriculture, natural resources, and related issues based on sound public policy, the best available science, and efficient management.

DM: DM's mission is to provide management leadership to ensure that USDA administrative programs, policies, advice and counsel meet the needs of USDA program organizations, consistent with laws and mandates; and provide safe and efficient facilities and services to customers.

DR 4302 SEPM Mission Statement:

The purpose of this regulation is to provide guidance and direction on the establishment and administration of Special Emphasis Programs (SEP) throughout the Department of Agriculture. SEPs address the unique concerns of the following individuals: African Americans; American Indians/Alaska Natives; Asian Americans/Pacific Islanders; persons with disabilities; Gay, Lesbian, Bisexual, and Transgender individuals; Hispanic individuals; and women in achieving diversity, inclusion and equal opportunity in employment activities.



Executive Order 13583


“CONNECTING THE ROLE OF SPECIAL EMPHASIS PROGRAM MANAGERS TO

Executive Order 13583: Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion

in the Federal Workforce”

GOALS:DiversityInclusion

Sustainability

MEASURING PROGRESS


• BLUF: One “Employee” at a time• Knowing your workforce• Does MD-715 data reflect your information?• Look at your Agency Diversity – EEO – Metrics Plans

• Affinity Group Membership vs Workforce Population• Need to have “majority” consensus - Need to “motivate” AAPI workforce• Check with your Human Resource or Human Capital department

• Specific Measures To Track:• Number of AAPI in your workforce• Number of affinity group members• Number of SEPM Events (meetings, social events, etc)• Number of SEPM Articles and Publication• Number of AAPI are promoted or not promoted

• The use of Benchmarks:• MD-715 – Start with your overall workforce representation• “Drill Down” to your specific groups

BENCH MARKING


WHAT IS OUR FAIR SHARE?

HOW DO WE KNOW OUR FAIR SHARE?

BENCH MARKING




Part of the Answer

Civilian Labor Force

Know your CLF

BENCH MARKING




Part of the Answer

Civilian Labor Force

Know your CLF

FIND YOUR AVERAGE AGENCY WORKFORCE

2010 US Census Total US 308,745,538 /100%Total AAPI 15, 437,277 / 5%


2010 Federal Workforce


FW=Permanent

Total Federal Workforce 1.9 Million /100%Total Feds AAPI 106,506 / 5.6%

FY 11 USDA Work Force PERMANENT


44.3239

31.51

33.7

3.9

6.2

2.6

4.5

4.16

4.8

7.15

5.71.61

1.9

1.19

1.7

0.09

0.1

0.08

0.1

1.31

0.3

0.91

0.3 0.8

0.41

0.8

0.8

0.00

10.00

20.00

30.00

40.00

50.00

WM WF HM HF BM BF AM AF PIM PIF AIM AIF OM OF

USDA 2011 CLF 2000

USDA 86,523 /100%USDA AAPI Avg 2,570 / 2.97%AAPI CLF / 3.8%USDA AAPI –M / 1.70%/2.0clfUSDA AAPI – F / 1.27%/1.8 clf

PERCENT

Summary of AAPI


US AAPI Population 15, 437,277 / 5%US Federal Workforce 1,901,892 / 5.6 %

5.6% / CLF 4.3

2.97% / CLF 3.8PERCENT

USDA AAPI –M 1,468/ 1.7%USDA AAPI -F 1,102/ 1.27% USDA AAPI 2,570 / 2.97%

FY 11 USDA AAPI Work Force Mission Areas


1.69 2.04 2.11

5.35

3.8

7.1

4.91

2.97 2.97 2.97 2.97 2.97 2.97 2.97

NRE FFA RD FNCS FS REE MRP

Mission Areas USDA Avg

PERCENT

FY 11 USDA AAPI Work Force A3-1: Occupational Categories


Asian

Native Hawaiian

OCCUPATIONAL TOTAL Bench Marks or Other Pacific

CATEGORIES WORKFORCE USDA AAPI Avg CLF Islander

All Male Female AAPI ALL 2.97% 3.80% Male Female Male Female

1. Officials and Managers

- Executive/Senior Level # 1,968 1,363 605 89 70 16 2 1

(Grades 15 and Above) % 100% 69.26% 30.74% 4.52% 1.55% 0.72% 3.56% 0.81% 0.10% 0.05%

- Mid-Level (Grades 13-14)

# 4,086 2,550 1,536 97 59 32 3 3

% 100% 62.41% 37.59% 2.36% -0.61% -1.44% 1.44% 0.78% 0.07% 0.07%

- First Level # 4,668 3,608 1,060 114 95 10 5 4

(Grades 12 and Below) % 100% 77.29% 22.71% 2.45% -0.52% -1.35% 2.04% 0.21% 0.11% 0.09%

- Other Officials and Managers

# 22,367 9,095 13,272 506 206 270 10 20

% 100% 40.66% 59.34% 2.26% -0.71% -1.54% 0.92% 1.21% 0.04% 0.09%

Officials and Managers # 33,089 16,616 16,473 806 430 328 20 28

Total % 100% 50.22% 49.78% 2.43% -0.54% -1.37% 1.30% 0.99% 0.06% 0.08%

2. Professionals

# 29,821 18,069 11,752 1,259 731 485 25 18

% 100% 60.59% 39.41% 4.22% 1.25% 0.42% 2.45% 1.63% 0.08% 0.06%

3. Technicians

# 13,675 10,064 3,611 276 152 96 22 6

% 100% 73.59% 26.41% 2.01% -0.96% -1.79% 1.11% 0.70% 0.16% 0.04%

5. Administrative # 6,353 1,014 5,339 162 35 105 6 16

Support Workers % 100% 15.96% 84.04% 2.54% -0.43% -1.26% 0.55% 1.65% 0.09% 0.25%

6. Craft Workers

# 873 859 14 7 7 0 0 0

% 100% 98.40% 1.60% 0.80% -2.17% -3.00% 0.80% 0% 0% 0%

7. Operatives

# 1,531 1,050 481 29 20 8 1 0

% 100% 68.58% 31.42% 1.90% -1.07% -1.90% 1.31% 0.52% 0.07% 0%

8. Laborers and Helpers

# 223 179 44 6 4 1 1 0

% 100% 80.27% 19.73% 2.69% -0.28% -1.11% 1.79% 0.45% 0.45% 0%

9. Service Workers

# 845 568 277 20 11 7 0 2

% 100% 67.22% 32.78% 2.37% -0.60% -1.43% 1.30% 0.83% 0% 0.24%

FY 11 USDA AAPI Work Force Table A4-1: Participation Rates for

General Schedule(GS) Grades


Asian

Native Hawaiian

GS/GM,SES TOTAL Bench Marks or Other Pacific

and WORKFORCE USDA AAPI Avg CLF Islander

Related Grades All Male Female AAPI ALL 2.97% 3.80% Male Female Male Female

GS-03# 259 136 123 5 2 2 1 0

% 100% 52.51% 47.49% 1.93% -1.04% -1.87% 0.77% 0.77% 0.39% 0%

GS-04# 1,562 832 730 79 48 21 10 0

% 100% 53.27% 46.73% 5.05% 2.08% 1.25% 3.07% 1.34% 0.64% 0%

GS-05# 4,387 2,403 1,984 86 33 37 9 7

% 100% 54.78% 45.22% 1.96% -1.01% -1.84% 0.75% 0.84% 0.21% 0.16%

GS-06# 3,770 1,879 1,891 67 25 31 5 6

% 100% 49.84% 50.16% 1.77% -1.20% -2.03% 0.66% 0.82% 0.13% 0.16%

GS-07# 13,917 6,131 7,786 270 114 139 3 14

% 100% 44.05% 55.95% 1.94% -1.03% -1.86% 0.82% 1.00% 0.02% 0.10%

GS-08# 3,953 2,238 1,715 76 31 38 2 5

% 100% 56.62% 43.38% 1.92% -1.05% -1.88% 0.78% 0.96% 0.05% 0.13%

GS-09# 12,523 7,141 5,382 296 147 133 10 6

% 100% 57.02% 42.98% 2.36% -0.61% -1.44% 1.17% 1.06% 0.08% 0.05%

GS-10# 715 519 196 18 13 2 2 1

% 100% 72.59% 27.41% 2.52% -0.45% -1.28% 1.82% 0.28% 0.28% 0.14%

GS-11# 11,802 6,665 5,137 356 174 163 7 12

% 100% 56.47% 43.53% 3.01% 0.04% -0.79% 1.47% 1.38% 0.06% 0.10%

GS-12# 13,290 7,607 5,683 332 153 157 12 10

% 100% 57.24% 42.76% 0.025 -0.47% -1.30% 1.15% 1.18% 0.09% 0.08%

GS-13# 8,451 4,927 3,524 397 234 151 7 5

% 100% 58.30% 41.70% 4.70% 1.73% 0.90% 2.77% 1.79% 0.08% 0.06%

GS-14# 4,007 2,456 1,551 241 165 71 2 3

% 100% 61.29% 38.71% 6.01% 3.04% 2.21% 4.12% 1.77% 0.05% 0.07%

GS-15# 2,146 1,562 584 120 98 20 1 1

% 100% 72.79% 27.21% 5.60% 2.63% 1.80% 4.57% 0.93% 0.05% 0.05%

SES# 362 243 119 13 8 3 2 0

% 100% 67.13% 32.87% 3.59% 0.62% -0.21% 2.21% 0.83% 0.55% 0%

FY 11 USDA AAPI Work Force Table A6: Participation Rates for

Major Occupations


SERIES/JOB TITLE

Asian

Native Hawaiian

Bench Marks or Other Pacific

TOTAL WORKFORCE

USDA AAPI Avg CLF Islander


0201 - HUMAN RESOURCES MANAGEMENT # 1,250 314 936 37 13 23 0 1

% 100% 25.12% 74.88% 2.96% -0.01% -0.84% 1.04% 1.84% 0% 0.08%

0301 - MISCELLANEOUS ADMINISTRATION and PROGRAM (93)

# 2,932 1,090 1,842 75 23 49 1 2

% 100% 37.18% 62.82% 2.55% -0.42% -1.25% 0.78% 1.67% 0.03% 0.07%

0303 - MISCELLANEOUS CLERK and ASSISTANT # 2,370 326 2,044 66 17 40 3 6

% 100% 13.76% 86.24% 2.79% -0.18% -1.01% 0.72% 1.69% 0.13% 0.25%

0340 - PROGRAM MANAGEMENT (62) # 1,016 643 373 29 21 5 2 1

% 100% 63.29% 36.71% 2.86% -0.11% -0.94% 2.07% 0.49% 0.20% 0.10%

0343 - MANAGEMENT PROGRAM ANALYSIS # 1,726 447 1,279 50 20 29 0 1

% 100% 25.90% 74.10% 2.90% -0.07% -0.90% 1.16% 1.68% 0% 0.06%

0401 - GENERAL BIOLOGICAL SCIENCE (67) # 4,879 3,043 1,836 260 167 80 9 4

% 100% 62.37% 37.63% 5.32% 2.35% 1.52% 3.42% 1.64% 0.18% 0.08%

0404 - BIOLOGICAL SCIENCE TECHNICIAN # 2,245 1,200 1,045 83 35 46 1 1

% 100% 53.45% 46.55% 3.69% 0.72% -0.11% 1.56% 2.05% 0.04% 0.04%

0457 - SOIL CONSERVATION # 4,217 2,920 1,297 45 16 14 5 10

% 100% 69.24% 30.76% 1.07% -1.90% -2.73% 0.38% 0.33% 0.12% 0.24%

0458 - SOIL CONSERVATION TECHNICIAN # 1,349 1,023 326 7 2 1 4 0

% 100% 75.83% 24.17% 0.52% -2.45% -3.28% 0.15% 0.07% 0.30% 0%

0460 - FORESTRY (14) # 1,755 1,293 462 34 21 13 0 0

% 100% 73.68% 26.32% 1.94% -1.03% -1.86% 1.20% 0.74% 0% 0%

FY 11 USDA AAPI Work Force Table A6: Participation Rates for

Major Occupations (cont)


SERIES/JOB TITLE

Asian

Native Hawaiian

Bench Marks or Other Pacific

TOTAL WORKFORCE

USDA AAPI Avg CLF Islander


0462 - FORESTRY TECHNICIAN # 9,101 7,547 1,554 103 76 13 10 4

% 100% 82.92% 17.08% 1.13% -1.84% -2.67% 0.84% 0.14% 0.11% 0.04%

0470 - SOIL SCIENCE # 1,052 837 215 22 16 6 0 0

% 100% 79.56% 20.44% 2.09% -0.88% -1.71% 1.52% 0.57% 0% 0%

0486 - WILDLIFE BIOLOGY # 1,061 721 340 19 9 7 3 0

% 100% 67.95% 32.05% 1.79% -1.18% -2.01% 0.85% 0.66% 0.28% 0%

0701 - VETERINARY MEDICAL SCIENCE # 1,721 1,110 611 114 93 21 0 0

% 100% 64.50% 35.50% 6.62% 3.65% 2.82% 5.40% 1.22% 0% 0%

0802 - ENGINEERING TECHNICIAN # 1,074 923 151 10 6 2 1 1

% 100% 85.94% 14.06% 0.93% -2.04% -2.87% 0.56% 0.19% 0.09% 0.09%

0810 - CIVIL ENGINEERING # 1,270 969 301 42 29 11 1 1

% 100% 76.30% 23.70% 3.31% 0.34% -0.49% 2.28% 0.87% 0.08% 0.08%

1101 - GENERAL BUSINESS and INDUSTRY # 3,804 794 3,010 60 13 39 2 6

% 100% 20.87% 79.13% 1.58% -1.39% -2.22% 0.34% 1.03% 0.05% 0.16%

1165 - LOAN SPECIALIST # 3,740 1,816 1,924 46 16 23 3 4

% 100% 48.56% 51.44% 1.23% -1.74% -2.57% 0.43% 0.61% 0.08% 0.11%

1862 - CONSUMER SAFETY INSPECTION # 3,826 2,477 1,349 114 73 37 3 1

% 100% 64.74% 35.26% 2.99% 0.02% -0.81% 1.91% 0.97% 0.08% 0.03%

1863 - FOOD INSPECTION # 2,808 1,290 1,518 62 32 29 0 1

% 100% 45.94% 54.06% 2.21% -0.76% -1.59% 1.14% 1.03% 0% 0.04%

1980 - AGRICULTURAL COMMODITY GRADING # 1,326 892 434 29 21 7 1 0

% 100% 67.27% 32.73% 2.19% -0.78% -1.61% 1.58% 0.53% 0.08% 0%

2210 - INFORMATION TECHNOLOGY MANAGEMENT (12)

# 3,602 2,122 1,480 219 137 79 3 0

% 100% 58.91% 41.09% 6.07% 3.10% 2.27% 3.80% 2.19% 0.08% 0%

0905 - GENERAL ATTORNEY (15) # 235 120 115 12 3 8 0 1

% 100% 51.06% 48.94% 5.11% 2.14% 1.31% 1.28% 3.40% 0% 0.43%

FY 11 USDA Work Force Where we are: Participation at GS13 and 14


USDA 8,451

MALE4,927

FEMALE3,524

USDA4,007

MALE2,456

FEMALE1,551

RACE GS-13USDA Avg

CLF 2000

% Diff USDA

% Diff CLF

HM 2.92 3.9 6.2 -0.98 -3.28

HF 1.89 2.6 4.5 -0.71 -2.61

WM 45.98 44.3 39.1 1.68 6.88

WF 28.68 31.51 33.7 -2.83 -5.02

BM 4.83 4.16 4.8 0.67 0.03

BF 8.46 7.15 5.7 1.31 2.76

AM 2.77 1.61 1.9 1.16 0.87

AF 1.79 1.19 1.7 0.6 0.09

PIM 0.08 0.09 0.1 -0.01 -0.02

PIF 0.06 0.08 0.1 -0.02 -0.04

AIM 1.08 1.3 0.3 -0.22 0.78

AIF 0.47 0.91 0.3 -0.44 0.17

OM 0.52 0.4 0.8 0.12 -0.28

OF 0.25 0.8 0.8 -0.55 -0.55

RACE GS-14USDA Avg

CLF 2000

% Diff USDA

% Diff CLF

HM 2.75 3.9 6.2 -1.15 -3.45

HF 1.72 2.6 4.5 -0.88 -2.78

WM 48.07 44.3 39.1 3.77 8.97

WF 27.6 31.51 33.7 -3.91 -6.1

BM 5.42 4.16 4.8 1.26 0.62

BF 6.79 7.15 5.7 -0.36 1.09

AM 4.12 1.61 1.9 2.51 2.22

AF 1.77 1.19 1.7 0.58 0.07

PIM 0.05 0.09 0.1 -0.04 -0.05

PIF 0.07 0.08 0.1 -0.01 -0.03

AIM 0.57 1.3 0.3 -0.73 0.27

AIF 0.37 0.91 0.3 -0.54 0.07

OM 0.2 0.4 0.8 -0.2 -0.6

OF 0.3 0.8 0.8 -0.5 -0.5

FY 11 USDA Work Force Where we are:

Participation at GS15 and SES


USDA2,146

MALE1,562

FEMALE584

USDA362

MALE243

FEMALE119

RACE SESUSDA Avg

CLF 2000

% Diff USDA

% Diff CLF

HM 3.87 3.9 6.2 -0.03 -2.33

HF 2.21 2.6 4.5 -0.39 -2.29

WM 50 44.3 39.1 5.7 10.9

WF 22.93 31.51 33.7 -8.58 -10.77

BM 8.29 4.16 4.8 4.13 3.49

BF 5.25 7.15 5.7 -1.9 -0.45

AM 2.21 1.61 1.9 0.6 0.31

AF 0.83 1.19 1.7 -0.36 -0.87

PIM 0.55 0.09 0.1 0.46 0.45

PIF 0 0.08 0.1 -0.08 -0.1

AIM 1.1 1.3 0.3 -0.2 0.8

AIF 0.55 0.91 0.3 -0.36 0.25

OM 1.1 0.4 0.8 0.7 0.3

OF 1.1 0.8 0.8 0.3 0.3

RACE GS-15USDA Avg

CLF 2000

% Diff USDA

% Diff CLF

HM 3.03 3.9 6.2 -0.87 -3.17

HF 0.98 2.6 4.5 -1.62 -3.52

WM 59.65 44.3 39.1 15.35 20.55

WF 20.18 31.51 33.7 -11.33 -13.52

BM 4.85 4.16 4.8 0.69 0.05

BF 4.43 7.15 5.7 -2.72 -1.27

AM 4.57 1.61 1.9 2.96 2.67

AF 0.93 1.19 1.7 -0.26 -0.77

PIM 0.05 0.09 0.1 -0.04 -0.05

PIF 0.05 0.08 0.1 -0.03 -0.05

AIM 0.56 1.3 0.3 -0.74 0.26

AIF 0.33 0.91 0.3 -0.58 0.03

OM 0.05 0.4 0.8 -0.35 -0.75

OF 0.28 0.8 0.8 -0.52 -0.52

FY11 STATE OF AAPI


Overall, AAPI are represented in the USDA Workforce at the , but we need to improve representation at the mid to senior level

Need to pay attention to Hiring and Separation rate of AAPI Females

Look at the process for career development for AAPI

Need to collect applicant flow data for better analysis

COMMUNICATION PLAN

HOW DO WE GET OUR MESSAGE TO OUR CUSTOMERS?


Good Things Come in THREEs

Diversity, Inclusions, and Sustainability




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy)




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor)




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken Mentor, Diversified Leaders, Strong Metrics-Strong Accountability




Diversity, Inclusions, and Sustainability Recruitment. Retention, and Promotion Role, Responsibilities, and Relationship Individual, Supervisors-Managers, System- (Process, Rules, Policy) Makes Sense, Makes You Care, Move to Act Embrace Diversity, Commit to Excellence, Take care Yourself I came, I saw, and I Conquer Effective Writing, Verbal Communicator, Mentor (Find a mentor, be Mentor) Sweet Ice Tea, Grits, Fried Chicken Mentor, Diversified Leaders, Strong Metrics-Strong Accountability Security Paradox, Debt Crisis, Develop Partnerships



BEST SEPM PRACTICESExamples

Google AAPI Diversity Articles – Send to your AAPIs, Leaders Check out Diversity Inc. websites Trip Report on Outreach – Exhibit Booth Establish a Award for Best SEPM Highlight Your Success of your SEPM in your Organization Engage Leadership – You have to make sure they are accountable Follow up with your new Network. (organize your business card) Conduct Focus Group A submit your programs for the 2013 FAPAC AWARD!!!



Conducting Focus Groups

Establish a theme questions? Make a scale – rating Engage Audience Ask why they said their rating. Probe into their concerns


BOTTOM LINE

MD-715


?



GUIDANCE

Contact your AAPIs Know the your issues BONUS: Need to frame Your SEP to your MISSION!!! What is the bottom line? Recruiting, Retention, and Promotion What are your barriers? Individual, Supervisors, or the Process “Circle the Wagon”, “Show your Flag”, “BE SEEN”



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