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Special Emphasis Programs Pacific West Area James Pan (Chemist) Special Emphasis Program Manager

Special Emphasis Programs Pacific West Area James Pan (Chemist) Special Emphasis Program Manager Asian American/Pacific Islander Program Pacific West Area. Course Content. What are PWA Special Emphasis Programs (SEPs)and why are they needed?

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Special Emphasis Programs Pacific West Area James Pan (Chemist) Special Emphasis Program Manager

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  1. Special Emphasis Programs Pacific West Area James Pan (Chemist) Special Emphasis Program Manager Asian American/Pacific Islander Program Pacific West Area

  2. Course Content • What are PWA Special Emphasis Programs (SEPs)and why are they needed? • Duties, roles and responsibilities of the Special Emphasis Program Manager. • Sponsoring Special Emphasis Program activities. • What does it take to be a SEPM? • Strategies for managing the Special Emphasis Programs.

  3. What is the Special Emphasis Program (SEP)? The Special Emphasis Program is a management program designed to promote equal opportunity in the hiring, advancement, training, and treatment of women, minorities, and individuals with disabilities.

  4. Why are Special Emphasis Programs Needed? Special Emphasis Programs advocate necessary change to overcome barriers that restrict equal employment opportunity for groups underrepresented groups in the workforce and/or in the higher grade levels.

  5. Asian/Pacific Islander employees represent 12.42% of the total PWA permanent workforce (983). • Asian/Pacific Islander employees are better represented in the PWA than in the CLF – 12.42% as compared to 3.80%. • Among the 122 permanent Asian/Pacific Islander employees in the PWA, 70 were male and 52 were female.

  6. Familiar with Federal Equal Opportunity Recruitment Program

  7. Legal Basis for SEPs • The Civil Rights Act of 1964 was passed. The Federal government was not covered by this Act. • SEP 24, 1965: Johnson issued Executive Order 11246 that prohibits discrimination based on race, color, national origin, and religion in the Federal government (sex was added as a discriminating factor in 1967). The Order establish that each executive department and agency would promote full realization of equal employment opportunity through a positive and continuing program. • 1969: President Nixon signed Executive Order 11478, requiring agencies to develop and implement an affirmative program in the Federal government to assist in alleviating the problem of discrimination.

  8. Who Decides What SEPMs Should Be Appointed? • OPM has given Federal agencies discretion in deciding which groups should be represented. • USDA’s-Office of the Assistant Secretary for Civil Rights has directed that the Department establish SEPs and appoint SEPMs for the following groups: African Americans; American Indian/Alaska Natives; Asian American/Pacific islanders; Person with Disabilities; Gay, Lesbian, Bisexual, and Transgendered; Hispanics; and Women.

  9. Current PWA SEPMs • Federal Women’s Program Manager • Disability Employment Program Manager • Hispanic Employment Program Manager • African-American Program Manager • Asian American/Pacific Islanders Program Manager • Native American Program Manager

  10. PWA SPECIAL EMPHASIS PROGRAM MANAGERS African-American Program Chandra Holifield-Collins USDA-ARS-PWA Southwest Watershed Research 2000 E. Allen Road Tucson, AZ 85719-1596 Asian American/Pacific Islanders Program James Pan USDA-ARS-PWA Processed Foods Research 800 Buchanan Street Albany, CA 94710 Disability Employment Program Dave Weller USDA-ARS-PWA Root Disease & Biological Control Research 367 Johnson Hall, WSU Pullman, WA 99164-6430 Federal Women's Program Gloria DeGrandi-Hoffman USDA-ARS-PWA Honey Bee Research 2000 East Allen Road Tucson, AZ 85719-1596 Hispanic Employment Program Eduardo Bautista USDA-ARS-PWA Water Management & \ Conservation Research 21881 North Cardon Lane Maricopa, AZ 85239 Native American Program Tom Unruh USDA-ARS-PWA Fruit & Vegetable Research 5230 Konnowac Pass Road Wapato, WA 98951

  11. Why are Special Emphasis Program Managers (SEPMs) Needed? • Provide support to EEO program goals • Involvement leads to buy-in for EEO projects and programs • Valuable source of networking

  12. Responsibilities of the SEPMs To address the unique concerns of special emphasis groups in achieving diversity, inclusion and equal opportunity in employment activities. Examples include: • Analysis of the barriers affecting the recruitment and advancement of women and minorities. • Development of contacts to provide hiring officials sources of outreach for underrepresented groups. • Coordination or sponsoring of special observance events which focus on education.

  13. What Does It Take? • Strong commitment/genuinely interested • RL/Supervisor support/approval (5-20% time) • Strong oral and written communication skills • Ability to work with diverse groups • Team player/detail oriented • Work independently/self-motivated

  14. Potential Barriers for SEPMs • Not enough time to devote to SEPM activities • Managers & Supervisors do not know what the function and purpose of the program is • Not enough training

  15. Keys to Success • Involve ODEO Manager in your program • Keep your supervisor informed • Develop and maintain contacts with organizations that serve your target group • Publicize & Promote the SEP to Area employees – BE VISIBLE • Develop work plans & follow through

  16. Implementing Your Special Emphasis Program • Establish a reference library (directives, recruitment sources, networking sources, etc.) • Set up a filing system (program related materials) • Meet with the SEP Committee • Work with your ODEO Program Manager

  17. Sampling of Recruitment Sources • Sing Tao Daily (Internet option – NY, SF, Chicago, LA, etc.) • World Journal (Used by CIA extensively between 9/09 and 1/10 – NY, SF, Chicago, LA, etc.) • KTSF 26: The Face of the Bay Area (Chinese, Japanese, Korean, Vietnamese) • KCNS Channel 38: Sino TV (Asian/Multicultural Television – SF Bay Area)

  18. Examples of Current PWA Student Outreach Programs • Mentoring/Project SEED (ACS) • Summer Internship Programs • Agricultural Sciences Academic Workshop • USDA-HSI Student Ambassador Program • Pumping Up the Math & Science Pipeline Program • USDA/ARS Future Scientists Summer Institute

  19. Identifying Problems/Barriers Work with ODEO Manager to: • Analyze the workforce & identify barriers to the employment and advancement of women, minorities, and individuals with disabilities. • Prioritize the barriers & develop a plan of action. • Provide your findings to management. • Coordinate & carry out the action plans. • Follow up.

  20. Working with Area Committees:Location Diversity/EEO CommitteesPWA Workforce Diversity Committee • Establish contact with Committee Chairs • Increase personal involvement, which promotes a sense of commitment • Promote SEPMs as a valuable source of information • Endorse routine face-to-face meetings or teleconferences

  21. The SEPM Committee • Members function as a unit • Members participate actively in group efforts • Members work toward common goals • Members have the data and skills needed to attain the group’s goals • Members ask for, and receive, suggestions, opinions from each other.

  22. Sponsoring SEP Activities • Sponsor activities that support the mission of the SEP (to promote equal opportunity in the hiring, advancement, training and treatment of women, minorities, and individuals with disabilities) • Choose appropriate training /event topics with two goals in mind: • Educate (subject matter experts) • Celebrate (special emphasis month events)

  23. Possible SEP Activities • Mechanics Of Upward Mobility (invite top management speakers) • Employment Applications/Merit Promotion (invite personnel office speakers) • Special Emphasis Month Commemorations • Seminars (invite subject experts, career forum, sharing of personal experiences, etc.)

  24. Summary • Special Emphasis Programs are an integral part of the ARS Outreach, Diversity and Equal Opportunity Program. • Special Emphasis Program Managers were established to assist agencies in ensuring that EEO is present in all aspects of employment and that positive actions are being taken to address underrepresentation. • SEPMs provide advice and assistance to management and supervisory officials to help them meet EEO program goals and objectives.

  25. Conclusions/Thoughts • Learning opportunity • Personal growth opportunity • Sense of accomplishment/personal satisfaction • Making a difference in PWA for underrepresented groups

  26. “Our AAPI communities have roots that span the globe, but they embody a rich diversity, and a story of striving and success that are uniquely American.” ~President Barack Obama

  27. Acknowledgements Norma Warner Instructor USDA Graduate School Managing a SEP (for sharing some of her slides) Matthew Tom USDA-ARS-PWA Engineering Technician Processed Foods Research Western Regional Research Center Charmaine Scardina USDA-ARS-PWA-OAD Equal Employment Specialist Robert Matteri USDA-ARS-PWA Associate Area Director

  28. Become an SEPM – volunteer or provide a recommendation when vacancies need to be filled! Thank you!

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