Ismael Martinez Chairman National Council of Hispanic Employment Program Managers 1 1 Promote public service as a professional career for the Hispanic community 2 Network and share information and resources with ID: 274162
Download Presentation The PPT/PDF document "Developing a Model Hispanic Employment P..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
Developing a Model Hispanic Employment Program
Ismael MartinezChairman, National Council of Hispanic Employment Program Managers
1Slide2
1. Promote public service as a professional career for the
Hispanic community;
2. Network and share information and resources with agencies, HEPMs, and other associates to increase
collaborative efforts;
3. Create and administer public and private partnerships that promotes Hispanic employment 4. Serve as a principal advisory body and partners to senior government officials on Hispanic employment matters; and 5. Assist with the Federal employment process relating to the outreach, recruitment, employee development/ advancement, and retention of Hispanics.
2
NCHEPM MissionSlide3
Title VII of the Civil Rights Act of 1964 (Section 717)
Executive Order 11478 (August 1969) – EEO in Federal Government
OPM’s Hispanic Initiative: Nine Point Plan (September 1997)
29 C.F.R. Part 1614.102 (July 1999)
Executive Order 13171 (October 2000) – Hispanic Employment in the Federal GovernmentManagement Directive (MD) 715 (October 2003)3AuthoritiesSlide4
Executive Order (EO) 13171, requires Federal agencies to improve the representation of Hispanics in Federal employment consistent with the merit system principles and the application of appropriate veterans’ preference criteria to achieve a workforce drawn from all segments of society. In addition, the EO provides that agencies shall establish and maintain a program for the recruitment and career development of Hispanics in the Federal workforce.
4
Hispanic Employment ProgramSlide5
In 2010, Hispanics account for 50.5 million (or 16.7%) of the U.S. population. This means that one (1) of six (6) Americans are
Hispanic;The Hispanic population increased by 43% from 2000 to 2010, making Hispanics the largest minority group in the nation;
At this rate, the U.S. Census Bureau projects that the Hispanic population will have increased to 132.8 million or 30% of the nation’s population by July 2050;
There are 3.6 million Hispanics over the age of 25 who holds at least a bachelor’s degree and 1.1 million holds advance degrees (e.g., master’s, professional, doctorate); and
There are 1.2 million Hispanics 18 years or older who are veterans of the U.S. Armed Forces. 5Hispanics in the U.S.
Source: U.S. Census BureauSlide6
As of September 2011, Hispanic employment represented 8.1% of the permanent Federal workforce as compared to 9.7% of the 2010 Civilian Labor Force (not including Hispanics in Puerto Rico);
Hispanic employment in professional occupations increased slightly from 3.5% in FY 2011 to 3.6% in FY 2012;
Hispanic employment in administrative occupations increased slightly from 4.2% in FY 2011 to 4.3% in FY 2012, and;
Hispanics employment for Senior Executive Service increased from 2.7% in FY 2011 to 5.4% in 2012.
6 Hispanics in the Federal Government Source: 11th Annual Report to the President on Hispanic Employment in the Federal Gov’tSlide7
7
Model Hispanic Employment ProgramSlide8
8
Key Program Components
Effectively Impacting the
Employment CycleSlide9
Review outreach policies, practices, and procedures;
Establish relationships with local and state colleges and universities;
Establish relationships with local and national affinity groups such as NCHEPM
,
LULAC, HACU, NCLR, National Image, Great Minds in STEM, SHPE, MAES, NOMAR, SACNAS, and others;Establish relationships with local media outlets (e.g., newspapers, magazines, radio stations);Become a resource to your local HR/recruitment offices;
Become a resource to your local and regional management officials/hiring officials;
Participate on national diversity conferences; and
Maintain partnerships with internal program offices.
9
Outreach Strategies Slide10
Review recruitment policies, practices, and procedures;
Understand agency recruitment process;
Establish partnership and assist local HR/recruitment office with targeted efforts;
Identify projected vacancies at different levels of the Agency (HR);
Promote student educational employment program opportunities (e.g., Student Pathways Programs– Internship Programs, Resent Graduates Program, and Presidential Management Fellows Program, etc.); and Work with different networks to reach targeted audiences (e.g., job fairs, professional and veteran organizations, colleges and universities, etc.). 10
Recruitment Strategies Slide11
Review hiring policies, practices, and procedures;
Understand agency hiring process;
Influence and/or participate in the onboarding
process.
Become familiar with your Agency’s Disability, Diversity and Inclusion Strategic Plans;Promote the utilization of special hiring authorities (e.g., Schedule A, Veteran’s Preference, etc.);Understand and promote the educational employment programs (e.g., Student Pathways Programs including – Internship Programs, Resent Graduates Program, Presidential Management Fellows Program, etc.); andConsult and educate selecting officials on the various hiring options.
11Hiring Strategies Slide12
Employee Development and Advancement
Become knowledgeable with your Agency's leadership development programs;
Promote diverse participation into leadership and career development programs;
Participate in workshops offering individual development training;
Understand and promote effective individual development plans; and Promote employee developmental and networking opportunities (e.g., details, reassignments, high profile projects, formal or informal mentorship opportunities etc.).12Slide13
Retention
Encourage employees to apply for vacancy announcements of increase responsibility and with promotion opportunity;
Understand your organization’s award and recognition program and process;
Understand and promote your organization’s work life programs; and
Review exit interview process and questionnaire responses (HR).13Slide14
Barriers to Effective Programs
Lack of Policy Enforcement
Lack of Accountability
Lack of Resources
Lack of TrainingLack of Marketing Slide15
Tips for Overcoming Barriers
Get Managements Buy-In
Get Trained
Develop Internal/External Networks
Develop an Action/Work PlanKeep Management Informed of Progress Help Promote Employment and Advancement Opportunities using various channels of communication Slide16
Suggested Training for SEPMs
Special Emphasis Program Management Course;
Roles and Responsibilities of the EEO Advisory Committee;
Labor and Employee Relations;
Program Analysis; Project Management; MD 715; and Other EEO and Diversity related courses.16Slide17
For additional information on the National Council of Hispanic Employment Program Managers, you may go to:
www.nationalcouncilhepm.net
You are also encouraged to become a member by completing the membership form found at:
http://www.nationalcouncilhepm.net/HEPMcollection/membership.aspx
17Contact Information