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Causes and Cures of Under Representation

Causes and Cures of Under Representation. Steve Nelson Director, Office of Policy and Evaluation U.S. Merit Systems Protection Board National Council of Hispanic Employment Program Managers April 25, 2007. AGENDA. Facts and figures Facets of the issue Entry level jobs Assessment issues

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Causes and Cures of Under Representation

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  1. Causes and Cures of Under Representation Steve Nelson Director, Office of Policy and Evaluation U.S. Merit Systems Protection Board National Council of Hispanic Employment Program Managers April 25, 2007

  2. AGENDA • Facts and figures • Facets of the issue • Entry level jobs • Assessment issues • Luevano Impact • Retirement Tsunami • Potential Solutions

  3. Comparison: Federal Government vs. the Civilian Labor Force Source: OPM’s Federal Equal Opportunity Recruitment Program Annual Report to Congress, FY 2005.

  4. Workforce Composition by PATCO GroupDOD and non-DOD vs. Federal Government Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2006.

  5. Hispanic Representation by PATCO GroupDOD and non-DOD vs. Federal Government Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2006.

  6. Federal Government: 15 Most Populous Occupations Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2006.

  7. Ethnicity and Race Identification (ERI) Distribution Top 5 Occupations Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2005. Excludes non-Hispanic employees who identify with more than one ERI group.

  8. Minority Representation in Top 5 Occupations Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2005. Excludes non-Hispanic employees who identify with more than one ERI group.

  9. 7 Facets of the Issue • Discrimination • Geography • Education • Citizenship • English Proficiency • Age • Occupational Categories

  10. DISCRIMINATION

  11. Work to be Done

  12. Equally or More Favorable View of Government Employment

  13. GEOGRAPHY

  14. Federal Employment by Occupational CategoryEmployment and Average Salary Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2006.

  15. More than 10% 6.0-9.9% 3.0-5.9% 2.0-2.9% 1.0-1.9% Less than 1% Geographic Distribution of Professional/Administrative Jobs Source: Central Personnel Data File. Permanent full-time employees as of September 30, 2006, excluding the Department of Justice, Federal Bureau of Investigation.

  16. EDUCATION

  17. Educational Attainment

  18. Educational Attainment

  19. CITIZENSHIP

  20. Nativity and Citizenship Status

  21. ENGLISH PROFICIENCY

  22. Language Spoken at Home and English-Speaking Ability

  23. AGE

  24. Comparison of Population by Age and Sex

  25. OCCUPATIONAL CATEGORIES • Professional • Administrative

  26. FY 2006 Hiring: Top 10 Professional Occupations Source: Central Personnel Data File, FY 2006. New appointments to permanent full-time positions.

  27. FY 2006 Hiring: Top 10 Administrative Occupations Source: Central Personnel Data File, FY 2006. New appointments to permanent full-time positions.

  28. “Entry-Level Jobs” • Full-time permanent positions • Professional work (e.g., engineering, accounting) or administrative work (e.g., budget analysis, social insurance) • Trainee jobs (usually $30-$40K starting salary)with advancement to higher grades • Require college degree or comparable job experience • The Federal Government filled over 10,000 entry-level jobs in Fiscal Year 2006

  29. Entry-Level Hires in FY 2006 by Career Area = Washington, DC area • Career areas with fewer than 150 entry-level hires include: • Supply & logistics • Transportation • Education • Physical science • Arts & information services • Veterinary medicine • Equipment & facilities Source: OPM, Central Personnel Data File. New appointments to entry-level full-time permanent positions.

  30. Entry-Level Hires by Agency, FY 2006 • Agencies with fewer than 100 entry-level hires include: • Education • HUD • NASA • State • Transportation Source: OPM, Central Personnel Data File.

  31. Over 750 500-749 300-499 100-299 Under 100 Entry-Level Hires by Location, FY 2006

  32. Characteristics of Entry-Level Hires in FY 2006 Source: OPM, Central Personnel Data File.

  33. ASSESSMENT ISSUES • Training and Experience • Blacks and Hispanics are younger • Less higher level education • Veterans Preference

  34. Methods Used for Professional/Administrative Positions Source: OPM, Central Personnel Data File, FY 2006. New appointments to FTP positions, all grade levels. “Other” authorities include occupation- and agency-specific excepted service appointing authorities.

  35. Agency Hiring Under FCIP, FY 2002-FY 2006 Source: OPM, Central Personnel Data File.

  36. Authorities Used to Fill Entry-Level PositionsFY 2002-FY 2006 Source: OPM, Central Personnel Data File.

  37. Assessing Candidate Potential

  38. Technical qualifications Estimates of applicant’s aptitude or potential Known source of reference Direct observation of their work Performance in an interview Formal education Quality of references Years of experience Chemistry with the work group Demonstrated loyalty Years of service to the organization College GPA Percent of Supervisors Who Believe Specified Factor is an Important Consideration for Selection Source: MSPB, “The Federal Merit Promotion Program: Process Vs. Outcome,” p. 13.

  39. Validity of Personnel Measures Source: Schmidt, Frank L. and John E. Hunter, “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings,” Psychological Bulletin, vol. 125, No. 2, 1998.

  40. Multiple Hurdle Approach • High quality selections are best supported by a series of successive hurdles • Applicants are screened for basic qualifications at the first hurdle • Applicants are then assessed in a more rigorous manner to determined the best qualified

  41. Assessment Examples • Structured Interviewing • Reference Checks • Probationary Period

  42. Impact of Luevano • ACWA form C • Outstanding scholar • Bilingual / bicultural

  43. Hiring Under the Outstanding Scholar Authority, 1991-2006 New hires to entry-level permanent positions. Source: Central Personnel Data File.

  44. “In the middle of difficulty lies opportunity.” Albert Einstein

  45. RETIREMENT TSUNAMI

  46. POTENTIAL SOLUTIONS • Shape the hiring pool • STEP / SCEP • Federal Career Intern Program (FCIP) • Assessment for quality / competencies • Agency Accountability for results

  47. RELATED STUDIES BY MSPB • Fair and Equitable Treatment: A Progress Report on Minority Employment in the Federal Government • A Question of Equity: Women and the Glass Ceiling • Achieving a Representative Workforce: Addressing the Barriers to Hispanic Representation • Building a High Quality Workforce: The Federal Career Intern Program

  48. For More Information

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