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Nine Point
Implementation Plan
The
NNSA SC/AL has taken a
leadership position
in the federal government for the past five years to improve
the underrepresentation of Hispanics in its workforce.
Provided below are links to the detail associated with the
Nine Point Implementation Plan.
| Point 1:
"Support and implement the White House Initiative on Educational Excellence
for Hispanic Americans." |
Point 6:
"Develop mentoring programs to motivate young people to pursue higher
education and Federal careers." |
| Point 2:
"Provide employment information to students, faculty, and the Hispanic
community." |
Point 7:
"Promote participation of Hispanic employees in career development
programs." |
| Point 3:
"Use the Presidential Management Intern (PMI) Program for recruiting,
converting and advancing Hispanic College graduates." |
Point 8:
"Assess agency needs for full-time, part-time, or collateral HEP Managers are
assured that HEP Managers are integral members of the agency’s management
team." |
| Point 4:
"Participate in the HACU National Internship Program |
Point
9: "Incorporate these activities into your agency’s Federal
Equal Opportunity Recruitment Program (FEORP) accomplishment report to OPM." |
| Point 5:
"Use the flexibilities of the Student Employment Program to bring Hispanic
students into agency’s shortage category occupations, as well as other
occupations." |
Hispanics are the only under represented population
in DOE (Hispanics currently comprise 5.6% of the DOE workforce, as compared to a civilian
labor force of over 10%). Hispanics are also the only under represented group in the total
federal workforce.
In a recognition of the need to address this situation, the
Office of Personnel Management issued a Nine-Point Plan to Reverse Underrepresentation of
Hispanics in the Federal Workforce on September 17, 1997. The plan builds on efforts
currently under way at the Department. For example:
The Secretary of Energy chartered the Hispanic Association
of the Department of Energy (HADOE) in September 1994 to represent the interests of
DOE’s federal and contractor workforce. Since then, HADOE has been aggressively
pursuing partnerships inside and outside of the Department designed to improve the under
representation of Hispanics in the DOE workforce, including a strong collaboration with
the Department’s Office of Human Resources.
The Secretary of Energy in December 1995 issued the Hispanic
Outreach Initiative (HOI), the first strategic plan formulated by a federal agency
specifically designed to address the under representation of Hispanics. The HOI, which was
developed in consultation with a wide range of internal and external stakeholders,
contains measurable goals and specific actions designed to increase the recruitment,
hiring and retention of Hispanic employees. Major program offices, field offices and
national laboratories have developed and are pursuing HOI implementation plans.
Within this context, the Department of Energy has analyzed
the OPM Nine-Point Plan and has prepared an implementation strategy. In addition, the
Department has tracked the Nine-Point Plan against the HOI and other workforce development
efforts underway to provide a full picture of DOE’s commitment to addressing the
underrepresentation of Hispanics in the DOE workforce.
POINT ONE:
"Support and implement the White House Initiative on
Educational Excellence for Hispanic Americans."
Action 1a: Familiarize Heads of Departmental Elements with
this White House Initiative, including problems of lack of support for Hispanic Serving
Institutions and the underrepresentation of Hispanics in the Federal workforce; provide a
copy of the DOE Nine Point Implementation Plan; and identify a Nine Point Plan point of
contact in each DOE Office.
- Lead: Human Resources (HR-3.3) and Economic Impact
Date: September 1998
Action 1b: Provide updates on initiative and progress on
achieving the goals.
- Lead: Human Resources (HR-3.3) and Economic Impact
Date: Ongoing
Action 1c: Assist the White House in obtaining a detailee
from DOE to support this initiative.
- Lead: Human Resources (HR-3.3) and Energy Research
Date: April 1998 (Completed)
Action 1d: Coordinate a "DOE Capabilities"
Conference.
HR Headquarters is currently working with representatives from the
Office of Energy Research, and the staff of the White House to design and coordinate a
Capability Conference hosted by DOE for Hispanic Serving Institution (HSI) faculty members
and administrators. This conference would give representatives specific information
regarding faculty internship opportunities at DOE laboratories and give educators,
scientists, and other professionals an opportunity to dialogue about increasing
participation in DOE programs.
- Lead: Energy Research
Date: September/October 1998
POINT TWO:
"Provide employment information to students, faculty, and
the Hispanic community."
Action 2a: HR, with assistance from Headquarters and Field
Servicing Personnel Offices (SPOs), will conduct "Careers in DOE"
workshops/symposiums at various regional locations to serve as bridges of understanding
between the schools and DOE program offices regarding DOE mission and functions.
- Lead: Human Resources (HR-3.3/HR-35), Headquarters, and Field SPOs
(Funding), and Economic Impact
Date: Ongoing
Action 2b: Provide DOE employment/education information at
Hispanic conferences, including: LULAC, IMAGE, LA RAZA, NAHFE, HACU, HENAC, NOMAR, etc.
- Lead: Human Resources (HR-3.3), HQ and Field SPOs (Funding)
Date: Ongoing
NOTE: In addition to conference attendance, HR has actively
supported Hispanic conferences by serving on National Hispanic conference planning
committees including the national conferences of the League of United Latin American
Citizens (LULAC, membership 125,000) and the Hispanic Association of Colleges and
Universities (membership 120 + Colleges and Universities). Involvement in the conference
preparation gives DOE a positive presence and encourages strong partnerships.
Action 2c: Establish links from the new HR-3 nation-wide job
vacancy web site to national Hispanic organizations as well as other organizations.
- Lead: Human Resources (HR-3.3)
Date: September 1998
Action 2d: Implement the DOE/National Association of Hispanic
Federal Executives (NAFHE) Partnership Agreement signed by the Secretary of Energy and
President of NAFHE in November 1997. Highlights include: (1) Create DOE vacancy
announcement links (HR-3 Home Page) to NAFHE; (2) Encourage employee assignments from DOE
to NAFHE; and, (3) Support NAFHE conference activities.
- Lead: Human Resources (HR-3.3)
Date: Ongoing
Action 2e: Participate in workshops on "Applying for
Positions with the Federal Government". Workshops to take place in heavily populated
Hispanic communities in the Washington, DC area. Workshop will be developed in cooperation
with the Latin Civil Rights Center (Adams Morgan, Arlington, VA, 16th Street Corridor,
etc).
- Lead: Human Resources (HR-3.3/35) and HADOE
Date: September 1998
POINT THREE:
"Use the Presidential Management Intern (PMI) Program for
recruiting, converting and advancing Hispanic College graduates."
Action 3a: Assess the feasibility, benefits, and costs of
reinstituting the Presidential Management Intern Program within DOE.
- Lead: Human Resources (HR-31/35)
Date: September 1998
Action 3b: Publicize alternative DOE employment programs
currently in existence designed to enhance entry level employment.
- Lead: Human Resources (HR-31/35)
Date: September 1998
Action 3c: Assist in implementing the first ever,
Headquarters Pilot Hispanic Internship Program, established in the Office of Fossil
Energy; and evaluate the Pilot Program.
- Lead: Fossil Energy and Human Resources (HR-3.3)
Date: June 1998; Evaluation in June 1999
POINT FOUR:
"Participate in the HACU National Internship Program
Action 4a: Continue DOE support to HACU, AISES, etc, for
Departmental programs to place interns throughout the DOE complex (Student Diversity
Partnership Program, etc.) and promote these Programs in the Hispanic and other
communities.
NOTE: Students can be recruited from HACU or other
associations that recruit Hispanic students such as the Society of Hispanic Engineers
(SHPE) and the Center for the Advancement of Hispanics in Science Engineering Education
(CAHSEE). The Office of the Deputy Assistant Secretary for Human Resources is responsible
for administering the Student Diversity Partnership Program which brings highly qualified
minority students into the Department for a 10 week internship program. Membership in a
minority group is not required.
- Lead: Human Resources (HR-3.3), Headquarters and Field Offices
Date: Ongoing
POINT FIVE:
"Use the flexibilities of the Student Employment Program to
bring Hispanic students into agency’s shortage category occupations, as well as other
occupations."
Action 5a: Identify DOE job opportunities for Hispanic and
other students and forward information to appropriate sources.
- Lead: Human Resources (HR-35) and SPOs
Date: Ongoing
Action 5b: Identify DOE job opportunities at conferences for
Hispanic and other students, including highlighting the DOE Vacancy Announcements from the
HR-3 Home Page.
- Lead: Human Resources (HR-35) and SPOs
Date: Ongoing
POINT SIX:
"Develop mentoring programs to motivate young people to
pursue higher education and Federal careers."
Action 6a: Provide a point of contact for Hispanic community
organizations (such as the National Latino Children’s Institute) in order to
establish a link for DOE employees to assist and mentor Hispanic young men and women.
- Lead: Human Resources (HR-3.3) and SPOs
Date: Ongoing
Action 6b: Encourage participation of DOE Hispanic and other
employees in the current Headquarters DOE Mentorship Program.
- Lead: Human Resources (HR-3.3/31) and HADOE
Date: Ongoing
Action 6c: Encourage Hispanic and other students to pursue
Federal careers through "Adopt a School" Programs, Everybody Wins Reading
Program, Shadow Day Programs, etc.
- Lead: Human Resources (HR-3.3)
Date: Ongoing
POINT SEVEN:
"Promote participation of Hispanic employees in career
development programs."
Action 7a: Encourage DOE management to support the
participation of Departmental Hispanic and other employees on the various leadership
development programs available through the Department.
- Lead: Human Resources (HR-31/HR-35)
Date: Ongoing
Action 7b: Conduct an analysis of current DOE career
transition and development programs to ensure these programs provide DOE Hispanic and
other employees opportunities for growth and development; if necessary, establish
additional career transition and development programs.
- Lead: Human Resources (HR-31)
Date: October 1998
POINT EIGHT:
"Assess agency needs for full-time, part-time, or collateral
Hispanic Employment Program (HEP) Managers are assured that HEP Managers are integral
members of the agency’s management team."
Action 8a: Request that HEP Managers provide options for
improving strategies for recruitment of Hispanics to their management structure and
encourage DOE senior managers to include HEP Managers in developing staffing plans and
other strategies to address skill mix and other workforce needs.
- Lead: All DOE Offices
Date: October 1998
Action 8b: Conduct joint HR/EEO Managers annual meetings and
invite DOE’s Hispanic Employment Program Manager’s Advisory Council and others
to make appropriate presentations including progress and challenges related to DOE’s
implementation of OPM’s Nine Point Plan.
- Lead: Human Resources (HR-3.3) and NHEPMAC
Date: October/November 1998
Action 8c: Assist in planning for DOE’s NHEPMAC
Semi-Annual Conferences and the annual complex-wide Hispanic issues satellite conference.
- Lead: Human Resources (HR-3.3)
Date: Ongoing
POINT NINE:
"Incorporate these activities into your agency’s
Federal Equal Opportunity Recruitment Program (FEORP) accomplishment report to OPM."
Action 9a: Ensure inclusion for our successes for Hispanic
outreach, recruitment, employment and training activities in the submission to OPM.
- Lead: Economic Impact, and Human Resources (HR-3.3)
Date: August 1998
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