Strategic Planning for EEO & HR Offices

Strategic Planning for EEO & HR Offices Dinah Cohen CAP Director Derek Shields CAP Program Manager EEOC Executive Leadership Conference – May 3-5, 2011

Strategic Planning Based on Lean Six Sigma • Provides a world class strategy • Encourages a common vision and common language • Promotes teamwork and rewards success • Combines aggressive goals with a method and a set of tools • Requires the application of tools throughout entire lifecycle of a product or service • Produces knowledge for improved cycle time, reduced problems, and lower costs

Mission, Vision, Values Vision Values Create Work Group Champion Evaluate Current Needs Measurable Outcomes Increase diversity and inclusion Employer of choice Important cultural factors Staff, HR, EEO, FECA, Mgrs, Budget, Train Senior Official SWOT, Survey customers, Re-new focus Improved ability to meet agency objectives and customer expectations Strategic Planning for EEO & HR Offices

Overarching Goal Key Objectives Strategies Supporting Project Plans with Detailed Actions, Schedules Representing the face of America Training and Development Recruitment and Placement Promotion and Retention Reasonable Accommodation Reporting Strategic Planning for EEO & HR Offices

Change Management • Institute a paradigm shift • Evaluate your agency’s status • Research areas for improvement • Develop specific goals, objectives and strategies for implementation • Implement your agency’s plan • Report on the outcomes

Control the Change before the Change Controls You! • President’s Memorandum on Improving the Federal Recruitment and Hiring Process • Executive Order 13548: Disability Employment • Executive Order 13518: Veterans Employment • Executive Order 13562: Students and Recent Graduates • Protecting Our Workers and Ensuring Reemployment (POWER) Initiative • Telework Enhancement Act of 2010

“Culture eats strategy for breakfast.”

Change Management • Institute a paradigm shift • Evaluate your agency’s status • Research areas for improvement • Develop specific goals, objectives, and strategies for implementation • Implement your agency’s plan • Report on the outcomes

Evaluate Your Agency’s Status • Essential Elements of Federal Employment • Demonstrated commitment from agency leadership • Integration of EEO into the agency’s strategic mission • Management and program accountability • Proactive prevention of unlawful discrimination • Efficiency • Responsiveness and legal compliance • How does research/data impact the employment lifecycle phases? • Recruitment and Placement: Diversity, Discrimination Cases • Promotion and Retention: Workers’ Compensation Costs • What innovations are helping improve outcomes? • Information technology • Training • Reasonable accommodation

Evaluate Your Agency’s Status CAP Sample: Agency Disability Employment Profile

Overarching Goal Employer of Choice Perhaps no words are heard more often in the discussion of domestic policy today than transparency and accountability.

Objective - Training and Development • Become better managers and leaders by learning new skills and techniques • Increase interagency collaboration • Increase knowledge of diversity and inclusion trends • Attend leadership training • Focus on reaching agency managers on the do’s and don’ts of disability employment issues • Increase senior level managers’ participation • Improve networking to expand universe

Objective - Recruitment and Placement • Increase awareness of the challenge internally • Increase access to candidates • Increase manager understanding of how to use hiring authorities • Veterans Appointment Authorities • Schedule A • Establish a better reputation as an employer of choice via special emphasis programs • Work with public affairs and communications departments to reach market segments

Objective - Recruitment and Placement CAP Sample: Agency Disability Employment Profile X X X X

Objective - Promotion and Retention • Training • Increase training programs focused on diversity and inclusion • Increase diversity, including people with disabilities, in upward mobility programs • Reduce Workers’ Compensation costs • POWER Initiative: www.dol.gov/owcp/dfec/power/ • Increase Telework participation • OPM/GSA Site: www.telework.gov • Get health and safety staff involved

Objective - Reasonable Accommodations • Review and update reasonable accommodations guidance • Advertise reasonable accommodation information and process • Check your reasonable accommodation resources • Review the usage of reasonable accommodations • Job Accommodation Network • Computer/Electronic Accommodations Program

Objective - Reasonable Accommodations CAP was established in 1990 as DoD’s centrally funded program to provide accommodations Expanded by Congress in 2000 to support other Federal agencies Partnerships with 68 Federal agencies Over 100,000 accommodations CAP Mission To provide assistive technology and accommodations to ensure people with disabilities and wounded service members have equal access to the information environment and opportunities in the Department of Defense and throughout the Federal government

Produce the Deliverable

Manage Forward with the Plan • Send to management • Post online – transparency • Quality Assurance Plan • Documented process • Quarterly reviews • Relevance? • Course adjustments? • Budget re-alignments?

Producing Indicators

Objective: Reporting • Report on the agency’s successes in meeting the performance targets and numerical goals • Report on the agency’s successes in the areas of: • Training and Development • Recruitment and Placement • Promotion and Retention • Reasonable Accommodation • Report on specific initiatives • People with disabilities and disabled veterans • Green programs • Define goals and new initiatives for upcoming year

Strategy: Reporting

Change Management • If you cannot express what you know in numbers, you don’t know much about it; • If you don’t know much about it; then you can’t control it; • If you can’t control it, you are at the mercy of chance.

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Strategic Planning for EEO & HR Offices