VHA MD-715 Workforce Data for FY 2011 Part I Plan

1. VHA MD-715 Workforce Data for FY 2011 Part I Plan OFFICE OF DIVERSITY MANAGEMENT AND EQUAL EMPLOYMENT OPPORTUNITY A program office within VA’s Office of Human Resources and Administration 1

2. Labeling Conventions • MD-715 refers to EEOC Management Directive 715. • Onboard workforce data reflects FY2010. • RCLF refers to the Relevant Civilian Labor Force from the 2000 Census, which is limited to VA occupations in VA proportions. • The term “trigger” refers to a data anomaly that merits further review. It may or may not turn out to be a “barrier” requiring planning and action. • RNO = Race and National Origin, and is abbreviated: WM = White Male; WW = White women; BM = Black or African American men; BW = Black or African American women; HM = Hispanic or Latino men; WH = Hispanic or Latino women; AM = Asian American men; AW = Asian American women PM = Hawaiian or other Pacific Islander men; PW = Hawaiian or other Pacific Islander women IM or Indian = American Indian or Alaska Native men; IW or Indian = American Indian or Alaska Native women Note: Data in this presentation incorporate both permanent and temporary employees

3. Field Supervisory Level 1-4Definitions • Supervisory Level 1 for Field = Field Facility Director, VISN Director • Supervisory Level 2 for Field = VISN Deputy Director, VISN Chief Medical Officer, Associate Director, Chief of Staff, Nurse Executive/Chief Nurse • Supervisory Level 3 for Field =Assistant Director • Supervisory Level 4 for Field = Chief, Medical Administration Officer (Independent OPC), Field Supervisor, VCSFO

4. VACOSupervisory Level 1-4Definitions • Supervisory Level 1 for VACO = Administrator, Deputy Administrator, Associate Deputy Administrator, Assistant Deputy Administrator, Chief Benefits Director, Chief Data Management, Chief Medical Director, Director, National Cemetery System, Staff Office Head • Supervisory Level 2 for VACO = Deputy Chief Medical Director, Assistant Chief Medical Director, Deputy Assistant Chief Medical Director, Deputy Chief Benefits Director, Deputy and Assistant Deputy Chief Data Management Directors, Deputy Director, National Cemetery System, Associate Deputy Chief Medical Director, Associate Deputy Chief Medical Director for Operations, Assistant Staff Office Head • Supervisory Level 3 for VACO =Director of Service or Staff, Area Field Directors • Supervisory Level 4 for VACO = Assistant, Associate or Deputy Director of Service or Staff, Deputy Assistant General Counsel, Construction Project Supervisor

5. VA Diversity & Inclusion Strategic Plan Trigger 1 corresponds to Goal 1 of the VA Diversity and Inclusion Strategic Plan (DISP): Create a diverse, high performing workforce that reflects the communities we serve by identifying and eliminating barriers to equal opportunity. Triggers 2, 3, and 4 correspond to Goal 2: Cultivate an inclusive workplace that enables full participation through strategic outreach and retention. Trigger 5, not shown, corresponds to Goal 3: Outstanding customer service and stakeholder relations by promoting cultural competency, accountability, education, and communication.

6. VHA Onboard v. RCLF Less than expected representation of White Women Less than expected representation of Hispanic Women %

7. Trigger 1: Underrepresentation

8. Trigger 1: Underrepresentation

9. VHA Hiring v. Availability Although hiring is slightly greater than onboard, a more aggressive outreach effort has to be instituted to eventually reach RCLF. Better utilization of the available SHA tools is also recommended. Hiring must be greater than onboard to eventually reach RCLF % * Special Hiring Authority

10. Trigger 2: Promotions GS/GM 13-15 Overall, the promotions are proportionate for this GS/GM grade range, with the exception of White men which most are maxed out in their fields. %

11. Trigger 2: Promotions GS/GM 7, 9, 11, 12 Overall, the promotions are proportionate for this GS/GM grade range with less than expected promotions for White women & Asian men and women %

12. Targeted Disability Promotions Permanent only, as of August 2010 *TD Promotions (Expected) = Promotions Percent) times Onboard (TD) (Individual qualifications not taken into account )

13. Leadership Leadership definitions defined on slides 3 and 4 % Pool of Leadership Grades include: GS/GM grades 14 & 15, SES, 7401 Physician, Dentists VM/J, 7405 Physician, Dentists AD/L, 7401 Nurses, PA, EFDA VN/K grades 4 & 5, 7405 Nurses, PA, and EFDA AD/M grades 4 & 5.

14. Leadership White & Black women do very well moving into leadership positions Leadership definitions defined on slides 3 and 4 % Note: A more in-depth analysis has to be completed to identify possible issues with the White males. Pool of Leadership Grades include: GS/GM grades 14 & 15, SES, 7401 Physician, Dentists VM/J, 7405 Physician, Dentists AD/L, 7401 Nurses, PA, EFDA VN/K grades 4 & 5, 7405 Nurses, PA, and EFDA AD/M grades 4 & 5.

15. Career Improvement Pool: VA GS grade 1-9, permanent only. Improved: Those who moved to occupations with higher average grades No apparent barriers to career improvement %

16. Trigger 3: Targeted Disabilities

17. Targeted Disability Hires

18. Special Hiring Authorities • Figures for VA are based on 40,208 total hires in FY2010 • Figures for VHA are based on 35,543 total hires in FY2010

19. Trigger 4: Disabled Veterans

20. Veterans By Age and Grade Retirement Eligible The majority of all three grade groups are approaching retirement age. The point here is, government employment are usually second careers for Veterans, so they don’t stay as long, which means much more effort keeping the representation constant is necessary.