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Special Emphasis Programs and Managers A road to the future

USDA-NRCS. Special Emphasis Programs and Managers A road to the future. What is the “Special Emphasis Program”?. It’s a Management Program It’s a Diversity Program It's an Educational Program. The Building Blocks. The SEP’s are created to improve the recruitment job retention

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Special Emphasis Programs and Managers A road to the future

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  1. USDA-NRCS Special Emphasis Programs and ManagersA road to the future

  2. What is the “Special Emphasis Program”? • It’s a Management Program • It’s a Diversity Program • It's an Educational Program

  3. The Building Blocks • The SEP’s are created to improve the • recruitment • job retention • and advancement opportunities of minorities, women, and people with disabilities in the workplace.

  4. The Building Blocks • The SEP’s are intended to eliminate institutional policies, practices and procedures that deny equal opportunities to all. • SEP’s ensures that affirmative steps are taken to identify and eliminate underrepresentation.

  5. The Building Blocks • The SEP’s includes SEPMs. • The SEPM’s work with management to; • Identify barriers to the recruitment and advancement of special emphasis groups • Promote diversity in the workplace • Improve the workplace environment • Educate NRCS’s employees to appreciate and understand cultural differences

  6. OHIO NRCS SEPM INCLUDES: • Federal Women’s Program Manager • Disability Employment Program Manager • Hispanic Employment Program Manager • Black Employment Program Manager • Asian/Pacific Islander Employment Program Manager • American Indian Program Manager • Disabled Veterans Program Manager

  7. Who Are Your Program Managers in Ohio?

  8. “Your” Ohio Program Managers Dee Waters. . . . . .Federal Women’s PM John Williams. . . . . . .Black Emphasis PM Rosemi Morales. . . . . Hispanic Emphasis PM Ann Perales. . . . . . Native American PM Tom Sewell. . . . . . . . . Disability PM Vitchey Vue . . . . . Asian Pacific American PM Toyia Yates. . . . . . .Disabled Veterans PM

  9. Let’s Take a Closer Look

  10. Program Managers . . . • Stays current by participating in training and attending professional seminars • Serve as a collateral duty in their position, their roles are directed by the needs of the agency

  11. The Role of the SEPM - Cont. • Assist with recruitment • Assist in development of the Federal Equal Opportunity Recruitment Program (FEORP) and Affirmative Employment Plan (AEP) • Maintain contact with organizations in the community that serve special emphasis groups • Be a mentor and contact point for employees needing assistance

  12. The Role of the SEPM - Cont. • To assist with culture awareness/education • To assist with workplace diversity awareness/education • Lead in the planning and coordinating of special activities or observances related to the SEPM • Provide publicity about the Special Emphasis Program

  13. Many Duties • Analyzing employment trends • Analyze statistics and trends on promotions, training, and awards • Work with managers to produce a diverse pool of applicants

  14. SEPM’s ARE IMPORTANT TO: • The accomplishments of NRCS’s mission • Provide Outreach • Ensure fairness • Ensure equality in the delivery of NRCS programs and activities.

  15. How Does the SEPM Develop His / Her Program? • Analyze • Develop • Implement

  16. “Analyze” the Status of the Agency • Conduct an assessment of the program including an analysis of work force statistics • Survey special emphasis group in the work force to identify concerns or issues related to their employment, advancement and retention • Develop an understanding of the agency’s mission, and be sensitive to shifts in occupations, policies, or external factors that impact the future outlook

  17. Analyze Using Current Agency Data • Utilize the many existing current reports and data already compiled.... PATCO, CAMS, Workforce Planning

  18. “Develop” a Strategic and/or Business Plan • Develop program objectives and action items • Develop a resource allocation plan • Develop an annual budget

  19. “Implement” the Plan • Meet regularly w/management to keep them informed • Assist management in identifying employment problems

  20. Assist Personnel Office . . . • In recruiting, upward mobility, training, and employee relations • By maintaining contact w/Special Emphasis Groups • By Developing and maintaining contact w/Professional Organizations

  21. Evaluate • Maintain good records • Monitor the progress throughout the year

  22. Overview • The Special Emphasis Program Manager is part of YOUR NRCS’s team • use them to assist you

  23. PROGRESS! • The U.S. OPM’s FY 95 Federal Equal Opportunity Recruitment Program (FEORP) report shows that the Federal Govt. continues to be the leader in employing minorities. Despite an overall decline in the federal workforce, the percent representation of minorities and women increased.

  24. All minority groups are better represented in the Federal Workforce (FW) than in the Civilian Labor Force (CLF) with one exception -- Hispanics. Despite a trend of slightly increased Hispanic representation, Hispanics remain the only underrepresented minority group in the Federal Government, with roughly half the representation they have in the CLF. Hispanics represent 5.9 percent in the FW and 10.2 percent in the CLF. Source: USDA Graduate School Manual, 1998; 42UZ-H-001

  25. Conclusion • Considerable progress has been made toward achieving a Federal civil service that reflects the Nation’s diversity, as envisioned by the Civil Service Reform Act in 1978. The Government employs a higher percentage of African Americans and Native Americans than are employed in the CLF, and about as many Asian Pacific Americans. Hispanics are underrepresented in the Federal workforce. Women continue to be represented well in overall numbers but represent much lesser percentages in upper management positions. Source MSPB report to Congress 1996

  26. USDA’s EEO Statement The United States Department of Agriculture (USDA) prohibits discrimination in its programs on the basis of race, color, national origin, sex, religion, age, disability, political beliefs and marital or familial status. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means for communication of program information (Braille, large print, audio tape, etc.) should contact the USDA’s TARGET Center at (202) 720-2600 (voice and TDD). To file a complaint, write the Secretary of Agriculture, U.S. Department of Agriculture, Washington, D.C., 20250, or call 1-800-245-6340 (voice) or (202) 720-1127 (TDD). USDA is an equal employment opportunity employer.

  27. Welcome to the NRCS’s Family! “An Equal Opportunity Provider and Employer”

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