Milton Belardo - Chair, National Council of HEPMs

1. HEPM: Back to Basics A Primer: Understanding the Scope and Function of the Hispanic Employment Program Manager Milton Belardo - Chair, National Council of HEPMs Dr. Harry Salinas– Past Chair, National Council of HEPMs Melissa Rodriguez, Past Chair, National Council of HEPMs Fifth Annual HEPM Summit – 80th Annual LULAC National Conference July 16, 2009

2. Subject Matter Overview • Special Emphasis Programs Authority • Hispanic Employment Program Legal Authority • Hispanic Employment Program Objectives • HEPM Knowledge, Skills, and Abilities • Roles and Responsibilities • A.S.P.I.R.E. • Summary

3. Hispanic Employment Program: Legal Authority • In 1969 Executive Order 11478 establishes Equal Employment Opportunity in the Federal Government. • On Nov. 5, 1970 16-Point Program implemented. • In March 1972 the Equal Employment Opportunity Actwas signed into law establishing the Federal Equal Opportunity Recruitment Program (FEORP). • In 1978 Spanish-speaking program renamed, Hispanic Employment Program. • In Sept. 1997 President Clinton and OPM established the 9-Point Plan. • In August 2000, Executive Order 13166was passed to improve Access to Services for Persons with Limited English Proficiency. • October 12, 2000, President Clinton issues Executive Order 13171. • October 2001 Executive Order 13230, the White House for Initiative for Educational Excellence for Hispanic Americans is passed.

4. Primary Role Primary Role of Hispanic Employment Program Manager’s is to work WITH management as a part of the management team to address barriers such as personnel policies, practices & procedures that may have a negative or discriminatory impact on their constituencies.

5. HEPM Objectives • Assist managers to Identify potential discriminatory practices for the purpose of elimination • Monitor workforce for areas of under-representation or underutilization • Evaluate employment practices for potential disparate impact or treatment • Recommend changes to managers and eliminate barriers • Market the HEP program and its educational opportunities

6. HEPM Knowledge, Skills, and Abilities • Know Your Workforce • Knowledge of applicable EEO and HR policy • Knowledge of constituent concerns • Skill in identifying internal and external recruitment efforts along with retention and reward programs • Skill in recommending to top management changes in personnel policies, practices, and procedures • Ability to initiate Affirmative Employment efforts • Ability to monitor and evaluate Affirmative Employment Program Progress and evaluate results

7. HEPM Roles and Responsibilities • Analyzes workforce profile statistics to determine underrepresentation, underutilization, and hiring trends pertaining to Hispanic employees. • Identifies barriers, both internally and externally, that impede equitable Hispanic Employment. • Builds partnerships with Human Resources and Outreach professionals in an effort to define recruitment and succession planning goals. • Works to link the organization’s mission to diversity initiatives and affirmative employment goals. • Provides advice and assistance in building a performance management system that holds managers and supervisors accountable to hiring and retaining a diverse, inclusive workforce.

8. HEPM Roles and Responsibilities • Serves as an internal consultant to management, meeting and discussing employment challenges and concerns. • Creates and/or delivers training on issues regarding civil rights compliance and cultural sensitivity. • Develops strong relationship with HEPMs inside and agency in an effort to research and implement best practices. • Seeks to form partnerships/working relationships with Hispanic organizations that can help us achieve our recruitment, employment, and training goals. • Coordinates and implements activities in observing Hispanic Heritage Month.

9. A.S.P.I.R.E. • Assess/Analyze • Strategize • Plan • Implementation • Review • Evaluate

10. Assess/Analyze • Population Demographics • Workforce and Succession Plans • Areas of under-representation exist • Training utilization stats & policies • Awards distribution stats & policies • Separation stats • Retirement eligibility • Promotion stats • Applicant Flow • Barrier analysis • Generational Differences • Complaints and Corrective Actions • Legislative initiatives • Managerial Performance Standards

11. Workforce Analysis

12. Workforce Analysis Representation in 20 MCOs

13. Strategize • Targeted Recruitment and Retention Strategies - Job Vacancies and Announcements - Estimate of Opportunities - Educational Requirements - Ranking and Rating Factors - Awards programs • Develop Training Programs - Preparing Resumes - Recruitment Strategies for Supervisors - HSI/Membership Organization Pipeline building - Career Counseling and Development - Mentoring/Coaching • Accountability Recommendations - Diversity-business integration - Business case development - Leverage reward potential

14. Strategize (sample)

15. Plan • Meet with management to discuss objectives. • Market a strategy to address issues identified in the Assessment/Analysis step. • Identify what success looks like • Develop a work plan based on strategic vision. • Seek to identify environment of functional accountability • Meet with management. • Incorporate results of analyses & actions that need to be taken into your respective Agency.

16. Plan (sample)

17. Implement • Identify short and long term projects • Set personal goals for program success • Talk to people • Develop a committee to help with implementation • Don’t promise more than you can deliver

18. Review • Monitor progress in all areas of your plan • Assess personal performance and that of your team • Check with supervisor on progress • Identify possible future areas of opportunity for action

19. Evaluate • Identify what works and does not work • Determine return on investment • Identify areas of expansion or contraction • Rework your plan

20. Summary • Legal authority exist for the Hispanic Employment Program. • As a HEPM, you are a part of the Management Team. • Your primary role as HEPM is to work WITH management to address barriers that may have a negative or discriminatory impact on their constituencies. • As an HEPM, you should be viewed as the Subject Matter Expert and Staff Advisor relative to Hispanic issues/concerns. • Goalsof Special Emphasis Programs are to assist management in eliminating discriminatory practices/policies and areas of under-representation/underutilization. • A.S.P.I.R.E. can be a powerful tool.

21. Parting Thought “Treat people as if they were what they ought to be, and you help them to become what they are capable of being.” — Johan Wolfgang Von Goethe

22. Contact Information Milton Belardo, Esq. Chair, National Council HEPM Senior Policy Advisor Office of Civil Rights Department of Commerce 202.482.0109 mbelardo@doc.gov www.nationalcouncilhepm.net