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2 nd Annual National Image Inc. Region VIII Training Seminar

2 nd Annual National Image Inc. Region VIII Training Seminar. Amelia Longoria Social Security Administration October 20, 2010. Federal Government.

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2 nd Annual National Image Inc. Region VIII Training Seminar

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  1. 2nd Annual National Image Inc.Region VIII Training Seminar Amelia Longoria Social Security Administration October 20, 2010

  2. Federal Government • During FY 2009 Hispanics made up 8% of the Federal labor force but comprised 13.2% of the CLF • As of June 30, 2009, total permanent Federal employment for Hispanics increased from 137,767 in June 2008 to 144,288 in June 2009. • Hispanic new hires decreased, but retention rates increased considerably • The Department of Homeland Security, the Department of the Treasury, the Department of Veterans Affairs, and the Department of Defense hired over three-fourths of all Hispanic permanent new hires.

  3. Federal Government • Department of Homeland Security employed the largest percentage of Hispanics - 19% • Equal Employment Opportunity Commission - 14% • Social Security Administration - 13.9% • Department of Justice - 9% • Department of the Treasury - 9%

  4. Who Are We • An agency of 70,000 employees • A workforce highly committed to SSA’s mission & values • An Agency recognized as one of the top ten “Best Places to Work in the Federal Government” for the third year in a row per OPM’s 2010 Federal Employee Viewpoint Survey. • An agency 7% more diverse than we were 10 years ago • A very diverse group composed of: • 68% Women • 49% Minorities

  5. Who We Are • An agency that exceeds the CLF for all minority groups • An agency where Hispanics compose 13.9% of our workforce • 625 Hispanic Employees with Targeted Disabilities • 910 Hispanic Veteran Employees • Committed to Community Service in Hispanic Community

  6. Percentage of Change in SSA Workforce Representation Fiscal Year End 2000 compared to Fiscal Year End 2010 FYE 2000 27.43% 1.00% 2.62% 10.29% 58.65% 50.88% FYE 2010 28.51% 1.32% 5.40% 13.89%

  7. Representation of African American Employees at SSA Fiscal Year 2000 - 2010 # of Employees 17,782 17,929 17,942 18,397 18,373 18,549 18,075 17,910 18,540 19,440 20,112 Total Workforce 64,816 65,620 65,315 66,688 65,823 66,533 63,837 62,274 64,063 67,689 70,548

  8. Representation of American Indian/Alaska Native Employees at SSA Fiscal Year 2000 - 2010 # of Employees 650 771 790 806 796 800 776 799 858 916 928 Total Workforce 64,816 65,620 65,315 66,688 65,823 66,533 63,837 62,274 64,063 67,689 70,548

  9. Representation of Asian/Pacific Islander Employees at SSA Fiscal Year 2000 - 2010 # of Employees 1,701 1,899 2,044 2,343 2,415 2,630 2,623 2,731 3,025 3,440 3,811 Total Workforce 64,816 65,620 65,315 66,688 65,823 66,533 63,837 62,274 64,063 67,689 70,548

  10. Representation of White Employees at SSA Fiscal Year 2000 - 2010 # of Employees 38,016 37,775 37,128 37,158 36,193 36,166 34,171 32,694 32,963 35,896 34,689 67,689 Total Workforce 64,816 65,620 65,315 66,688 65,823 66,533 63,837 62,274 64,063 70,548

  11. Representation of Hispanic Employees at SSA Fiscal Year 2000 - 2010 # of Employees 6.667 7,246 7,411 7,984 8,046 8,388 8,192 8,140 8,677 9,204 9.801 Total Workforce 64,816 65,620 65,315 66,688 65,823 66,533 63,837 62,274 64,063 67,689 70,548

  12. SSA Employee Hires Fiscal Year 2010

  13. KEYS TO SUCCESS • Made a business or service delivery case for having a diverse workforce • Look for highly skilled, innovative, people-oriented individuals that reflect the diverse public that we serve • Orchestrate an agency-wide recruitment strategy and marketing campaign run by a national recruitment coordinator • Marketing products emphasize diversity & prominently feature Hispanic professionals • Use Hispanic employee recruiters at recruitment events nationwide

  14. KEYS TO SUCCESS • Maintain relationships with Hispanic organizations at the grassroots level nationwide through our network of over 1,400 offices • Recruit at community & national events that target the Hispanic community such as National IMAGE, LULAC conferences among others • Collaborate with the Hispanic College Fund to sponsor Hispanic Youth Symposiums at various venues nationwide (HYS is a four day, three-night career development program focused on putting at-risk Hispanic high school youth on the pathway to college, career, and community leadership.)

  15. KEYS TO SUCCESS • Partner with U. S. Military institutions targeting veterans of diverse backgrounds, including Hispanics • Use all hiring flexibilities available and routinely issue reminders about hiring flexibilities to our recruiters and managers • Utilize bilingual/bicultural position descriptions as warranted • Partner with colleges/universities using the SCEP & STEP programs to provide Hispanic students with employment opportunities nationwide (In FY 2009, SSA employed 230 Hispanic students in our student employment programs, which represented 12.5 percent of all the participants.)

  16. KEYS TO SUCCESS Involve our seven EEO Advisory Councils in our recruitment efforts • American Indian & Alaska Native Advisory Council (AIANAC) • Black Affairs Advisory Council (BAAC) • Hispanic Affairs Advisory Council (HAAC) • National Advisory Council for Employees with Disabilities (NACED • National Lesbian, Gay, Bisexual, Transgender Advisory Council (NLGBT) • National Women’s Advisory Committee (NWAC) • Pacific Asian American Advisory Council (PAAAC)

  17. KEYS TO SUCCESS • Increased our recruitment efforts at job fairs on college campuses • Utilize the internet effectively as well as Hispanic media outlets such as Univision, newspapers and magazines to advertise jobs in selected markets • Developed a comprehensive National Recruitment Guide • Established recruitment cadres in headquarters and our 10 regions • Hold monthly nationwide conference calls with all recruitment leads

  18. KEYS TO SUCCESS • Offer national recruitment training emphasizing the importance of diversity to our recruiters and managers • EEO office shares quarterly hires reports with top agency executives depicting cumulative hires by race/national origin, gender, disability and veteran status • EEO office produces comprehensive yearly workforce profile data reports for the Commissioner and Deputy level executives • Accountability and support for a diverse workforce begins at the top with our Commissioner and permeates throughout SSA

  19. Career Development Programs • In FY 2010, over 1,497 employees participated in national and regional developmental programs. • The following programs were offered in FY 2010: • Advanced Leadership Program (ALP) - consisted of 59% women, and 33% minorities, including 7% Hispanics. • Leadership Development Program (LDP) – consisted of 53% women, and 70% minorities, including 21% Hispanics. • Senior Executive Service (SES) Candidate Development Program - consisted of 54% women, and 46% minorities, including 14% Hispanics.

  20. CollegeHispanic Enrollment 1. Princeton 8% 2. Harvard 7% 3. Yale 9% 4. Williams College 9% 5. Amherst College 9% 6. MIT 12% 7. Stanford University 12% 8. Swarthmore College 11% 9. Columbia University 9% 10. University of Chicago 9% 11. Northwestern University 7% 12. Pomona College 11% 13. Brown University 9% CollegeHispanic Enrollment 14. Johns Hopkins University 7% 15. University of California-Berkeley 12% 16. Georgetown University 7% 17. Rice University 12% 18. University of California-LA 15% 19. University of Southern California 12% 20. New York University 8% 21. University of California-San Diego 12% 22. University of California-Irvine 13% 23. University of Florida 15% 24. University of Texas-Austin 18% 25. University of Illinois at 7% Urbana Champaign Honorable Mention in 2009: University of Miami, Rutgers, Barnard College, Claremont McKenna College, Texas A&M, Bowdoin College THE TOP 25 COLLEGES FOR HISPANICS Hispanic Magazine Article, February 2010

  21. THE TOP 25 COLLEGES FOR HISPANICS Hispanic Magazine Article, February 2010 HISPANIC MAGAZINE CRITERIA TO DETERMINE THE TOP 25 COLLEGES • Commitment to Academic Quality • Campus Diversity • On-Campus Cultural Programming & Resources • Hispanic/Latino Student Organizations • Hispanic Enrollment • Graduation Rates • Financial Aid • Student-to-Faculty Ratios • National Rankings • Options for Latino Studies and Campus Diversity Initiatives

  22. Recruiting Beyond the 25 Top Colleges Highly talented Hispanic candidates are easily found at state colleges and universities that did not make the 25 top colleges list …..don’t overlook these schools…..

  23. CHALLENGES • Continuing to maintain our representation of Hispanics in our workforce at or above the CLF in future years given the upcoming 2010 Census results • Projected future staffing shortages coupled with increased workload demands as a result of baby boomers retiring and/or filing for disability benefits • Keeping up with the demographic changes of the country and ensuring that we continue to provide World-Class service to all of our customers

  24. There are no great people in this world,only great challenges which ordinary people rise to meet. -William Frederick Halsey, Jr.

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