Veterans Health Administration VISN 15 MD715 Workforce Data

Veterans Health Administration VISN 15 MD-715 Workforce Data for FY 2008 Part I Plan 1/31/2022 OFFICE OF DIVERSITY MANAGEMENT AND EQUAL EMPLOYMENT OPPORTUNITY A program office within VA’s Office of Human Resources and Administration 11

Labeling Conventions • MD-715 refers to EEOC Management Directive 715. • Onboard workforce data is from the end of FY 2006. • RCLF refers to the Relevant Civilian Labor Force from the 2000 Census, which is limited to VBA occupations in VBA proportions. • 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 or Pacific Islander men; AW = Asian American or Pacific Islander women IM or Indian = American Indian or Alaska Native men; IW or Indian = American Indian or Alaska Native women 2

Barrier 1: Underrepresentation % FY 2007 permanent and temporary onboard for VISN 15, through August. Regional RCLF for VISN 15 occupations as of August, from 2000 Census. 3

Barrier 1: Underrepresentation Triggers 4

Barrier 1: Underrepresentation Triggers 5

Hires v. RCLF % FY 2007 permanent and temporary hires for VISN 15, through August. Regional RCLF for VISN 15 occupations as of August, from 2000 Census. 6

Special Hiring Authorities % FY 2007 permanent and temporary hires for VISN 15, through August. Regional RCLF for VISN 15 occupations as of August, from 2000 Census. 7

Barrier 1 EEO Plans • Specify the groups with triggers, including any unique to your location. • Identify any specific occupation triggers for these groups. • Identify specific targeted recruitment plans for these groups in addition to current practice, showing how outreach and Special Hiring Authorities will be increased for underrepresented groups. 8

Barrier 2: Promotion Rate % FY 2007 Permanent and temporary GS/GM 13 -15 promotions for VISN 15 through August. 9

Promotion Rate % FY 2007 permanent and temporary promotions for RNs grade 2 -5 through August. 10

Promotion Rate Trigger % No Disability % Targeted Disability FY 2006 permanent and temporary promotion grade comparison and targeted disability profile for GS/GM grades for VHA VISN 15. *= one grade interval series, **= two grade interval series 11

Leadership Pool: VISN 15 GS grade 14 -15 + Nurse 4 -5. Total: Supervisory level 1 -4, permanent only. 12

Career Improvement % Pool: VISN 15 GS grade 1 -9, permanent only. Improved: Those who moved to occupation with higher average grade 13

Anticipated Change in Leadership Likely to retire within 10 years. FY 2007 GS 12 -15 permanent for VISN 15, through August. 14

Barrier 2 EEO Plans • Identify positive correlation between promotions and availability. • Identify RNO/gender groups by occupation group that have a trigger, and describe the plan to investigate mitigating circumstances. • Identify trigger for employees with targeted disabilities, the plan to investigate, and the plan to resolve. 15

Barrier 3: Targeted Disabilities Goal: 2% Execution STATION 657 1. 41% STATION 760 1. 59% STATION 589 1. 65% VISN 15 1. 55% As of August 2007 permanent and temporary VHA VISN 15 stations listed in execution order. Note: All stations below VA 2% goal. 16

Special Hiring Authorities Station 589 657 760 VISN 15 30% Service Connected Disability Disabled Veteran, Chap. 31 Training Mental or Physical Disability VA Schedule A BVA or Readjust. Workforce Recruitment Program (WRP) 0 0 0 0 2 0 0 0 0 0 Figures based on 1, 163 total hires as of August 2007 in permanent and temporary positions for VISN 15. 17

Barrier 3 EEO Plans • Specify plans to train and use Selective Placement Coordinators, and metrics for their effectiveness. • Specify plans to increase recruitment through disability affinity groups. • Specify plans to increase use of Special Hiring Authorities. • Detailed plans to increase representation in stations with low representation. • Numeric goals are appropriate here. 18

Barrier 4: Disabled Veterans • VA discovered that many veterans had not selfidentified and so did not show up in our data base. The Beneficiary Identification Relocator System (BIRLS) data from Do. D corrected that starting in December FY 2007. • This means that FY 1996 -2006 trend data does not include BIRLS data. • Important: For valid results, FY 2007 trend data should start with December FY 2007, not September FY 2006. • The addition of BIRLS data does not affect the direction of the trends. 19

VISN 15 by Station and Rank by Disabled Veteran % of Onboard Rank DV % Station 657 5. 86 Station 589 5. 98 Station 760 6. 34 20

Age and Veteran Status Likely to retire within 10 years FY 2007 permanent for VISN 15, through August. 21

Age of Hires by Veteran Status Likely to retire within 10 years FY 2007 permanent for VISN 15, through August. 22

Barrier 4 EEO Plans • Ensure that the Selective Placement Coordinators are fully trained to answer questions from veterans applying for jobs and advocate on their behalf. • Coordinate with near-by veterans’ affinity groups. • Reach out to near-by areas that may have concentrations of veterans, such as Indian Reservations. • Expand use of relevant Special Hiring Authorities. 23

Barrier 5: Training • Specific plans to train EEO staff in anticipation of turnover in EEO managers. • Specific plans to gain competency in barrier analysis and targeted recruitment. • Specific plans to train younger managers to move up in anticipation of spike in retirement. 24