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 Implementation of Executive Order 13166 -
Improving Access to Services for People With Limited English Proficiency
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EEOC FORM
715-01
PART I |
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT |
| Federal Highway Administration |
FY 2005 |
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Provide a brief narrative describing the condition at issue.
How was the condition recognized as a potential barrier? |
Hispanics are underrepresented in the agency’s workforce as reflective of the Civilian Labor Force. According to statistical data, at the beginning of fiscal year 2004, Hispanics represented 11% of the overall Civilian Labor Force and only 5% of the FHWA’s workforce.
FY 2005 Data:
Civilian Labor Force = 11%
Total Hispanic Employees = 154/5.3%
Hispanic Females = 45
Hispanic Males = 109 |
BARRIER ANALYSIS:
Provide a description of the steps taken and data analyzed to determine cause of the condition. |
Old: The Office of Civil Rights conducted an analysis of the workforce and the distribution of the employees by grades and race, national origin and sex. Also, the agency convened a Hispanic Employment Work Group to develop sound strategies to improve Hispanic representation in the FHWA. Research shows that most Hispanic employees are underrepresented at the manager and senior executive levels and in the FHWA's mission critical occupations.
New: The Office of Civil Rights conducted an analysis of the workforce and the distribution of the employees by grades and race, national origin and sex. Also, the agency convened a Hispanic Employment Work Group to develop sound strategies to improve Hispanic representation in the FHWA. The Work Group developed the FHWA Hispanic Employment Program Plan, which focuses on recruitment, retention and advancement; leadership development; student employment and educational programs; and achieving program results. |
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition. |
Old: The agency recruitment efforts have not focused on geographical areas, which could possibly yield a pool of Hispanic applicants. Also, recruiters have not been properly trained to recruit Hispanic applicants.
New: The agency did not aggressively pursue target geographical areas with a large Hispanic population for recruitment for mid-career hires.
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OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition. |
Old:
- To fine-tune the agency’s recruitment.
- To increase the number of qualified Hispanics who apply for positions in the agency.
New: To increase the Hispanic representation in the agency, FHWA will continue to implement the recommendations contained in the Hispanic Employment Program Plan. |
RESPONSIBLE OFFICIAL: |
Old: Director, Office of Human Resources
New: Office of Human Resources, Office of Civil Rights, Supervisors and Managers |
DATE OBJECTIVE INITIATED: |
December 2005 |
TARGET DATE FOR COMPLETION OF OBJECTIVE: |
12/31/09 |
EEOC FORM
715-01
PART I |
EEO Plan To Eliminate Identified Barrier |
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: |
TARGET DATE
(Must be specific) |
Target Hispanics for mid and senior career hires. |
09/30/06 |
Develop a training course and provide training for recruiters. |
05/30/06 |
Advertise FHWA career, employment and educational opportunities in various publications such as the Latino Expo and the Society of Hispanic Professional Engineers. |
09/30/06 |
Concentrate recruitment efforts in the targeted states with Hispanic Serving Institutions.
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06/10/06 |
Set goals for increasing the number of Hispanic youth participating in the FHWA transportation career education program for youth. |
07/30/06 |
Develop and maintain a Hispanic skills databank. |
09/30/06 |
Establish partnership agreements with Hispanic professional organizations such as the League of United Latin American Citizens and the Society of Hispanic Professional Engineers. |
09/15/06 |
Assist interested applicants to register in Quick Hire and navigate the system. |
09/30/06 |
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE |
A new FHWA Diversity Program Manager was hired in the Office of Human Resources to assist the Agency in achieving its diversity objectives.
The FHWA has formed a National Hispanic Recruitment Team to assist in recruitment at job fairs, colleges and universities.
During the first eight months of FY 2005, the FHWA has hired Hispanic employees at the senior and entry levels, and their representation in the FHWA workforce has increased 2 percent.
Hispanic representation in the FHWA Professional Development Program increased from 8 percent to 33 percent using FY 2004 data as a baseline.
Twelve Hispanic interns were selected for the FY 2005 Summer Transportation Internship Program for Diverse Groups. The agency received the highest number of Hispanic applicants in the program’s history. |
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EEOC FORM
715-01
PART I |
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT |
Federal Highway Administration |
FY 2005 |
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Provide a brief narrative describing the condition at issue.
How was the condition recognized as a potential barrier? |
The FHWA has identified under-representation in the recruitment, promotion, and retention trends of persons with targeted disabilities.
Many FHWA managers and supervisors are unaware of the information and resources available to them to assist in providing reasonable accommodations for applicants and employees with targeted disabilities. There is also a lack of a systemized tracking system to compile data that will adequately document any reasonable accommodations requests made by the employees and applicants.
This information is revealed in the agency’s annual reporting of workforce data. |
BARRIER ANALYSIS:
Provide a description of the steps taken and data analyzed to determine cause of the condition. |
Old:
Workforce Data
Persons with Disabilities:
FY 2004 – 194
FY 2005 – 186
Decline - 8/4%
Persons with Targeted Disabilities:
FY 2005 – 23
% of FHWA – .8%
*U.S. DOT has established goal of 3%.
The FHWA currently does not have a program specifically designed to recruit, retain and promote employees with targeted disabilities to adequately identify the barriers to the under-representation of employees and applicants with targeted disabilities.
The FHWA does not have a system in place to track the reporting of reasonable accommodations data.
New:
Workforce Data
Persons with Disabilities:
FY 2004 – 183
FY 2005 – 189
% of FHWA - 6.6%
Persons with Targeted Disabilities:
FY2004 – 22
FY 2005 – 23
% of FHWA – .8%
*U.S. DOT has established goal of 3% for target disabilities.
Our recruitment efforts are not generating a sufficient number of candidates with targeted disabilities.
The FHWA does not have a system in place to track the reporting of reasonable accommodations data. |
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition. |
Old: The FHWA does not have a program that focuses on the recruitment, retention, and promotion of persons with targeted disabilities.
New: The FHWA's recruitment program does not generate a sufficient number of candidates with targeted disabilities. |
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition. |
Current recruitment practices will be examined and revised to measure results of agency efforts in the recruitment of person with targeted disabilities. In addition, close monitoring of raw data will be gathered to benchmark successes and other barriers. |
RESPONSIBLE OFFICIAL: |
Old: Director, Office of Human Resources
New: Office of Human Resources, Office of Civil Rights, Managers and Supervisors |
DATE OBJECTIVE INITIATED: |
11/01/05 |
TARGET DATE FOR COMPLETION OF OBJECTIVE: |
09/30/06 |
EEOC FORM
715-01
PART I |
EEO Plan To Eliminate Identified Barrier |
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: |
TARGET DATE
(Must be specific) |
Old: Set hiring goals for the recruitment of person with targeted disabilities.
New: Establish a Work Group that will address disability employment and reasonable accommodation. |
01/03/05
02/03/06 |
Old: Conduct follow-ups with hiring officials on the employment of applicants with targeted disabilities.
New: Educate supervisors/managers through various training sessions via videoconference and/or brown bag luncheons, on hiring or retaining persons with targeted disabilities and reasonable accommodations. Conduct follow-ups with hiring officials on the employment of applicants with targeted disabilities. |
03/15/05
09/30/06 |
Old: Conduct recruitment visits to colleges and universities with a large body of students with targeted disabilities specializing in disciplines that coincide with the agency mission.
New: Develop a recruitment plan that aggressively pursues outreach with communities with targeted disabilities. |
04/30/05
04/30/06 |
Old: Provide status report to Administrator on program offices which hire persons with targeted disabilities and establish incentive award for those offices assisting the agency in meeting its hiring goals.
New: Market the use of temporary FTE slots available through the Office of Human Resources to recruit individuals with targeted disabilities for 2-year appointment into professional and technical positions. |
06/30/05
06/30/06 |
Old: Human Resources will establish a centralized reasonable accommodation tracking system. Educate managers and supervisors on how to effectively compile and report accurate data on employees/applicants with disabilities.
New: Establish a centralized reasonable accommodation tracking system. Educate managers and supervisors on how to effectively compile and report accurate data on employees/applicants with disabilities. |
02/28/05
02/28/06 |
Human Resources will track applications received from applicants with targeted disabilities as a result of the recruitment visits to determine whether additional visits will be needed.
New: Track applications received from applicants with targeted disabilities as a result of recruitment visits to determine whether additional visits will be needed. |
05/31/05
05/31/06 |
Old: Human Resources and Civil Rights will include questions in the all-employee survey on reasonable accommodations to gather data as to whether employees with disabilities are satisfied with the way FHWA is handling reasonable accommodation requests.
New: Include questions in the all-employee survey on reasonable accommodations to gather data as to whether employees with disabilities are satisfied with the way FHWA is handling reasonable accommodation requests. |
04/30/05
04/30/06 |
Old: Human Resources and Civil Rights will include questions in the exit interviews to identify if additional barriers exist for employees with targeted disabilities.
New: Include questions in the exit interviews to identify if additional barriers exist for employees with targeted disabilities. |
06/30/05
06/30/06 |
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE |
In FY 2005, FHWA began quarterly tracking of unsolicited applications received from persons with disabilities that are eligible for Schedule A Appointments.
In FY 20005, as part of FHWA's increased emphasis on building a multi-disciplinary workforce, FHWA hosted three training sessions for managers and supervisors that included a segment devoted to hiring persons with targeted disabilities.
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