U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
202-366-4000


Skip to content U.S. Department of Transportation/Federal Highway AdministrationU.S. Department of Transportation/Federal Highway Administration

Civil Rights

Home / Programs / Civil Rights / Programs / Management Directive

Civil Rights

Management Directive - 715 (MD-715)

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

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?

Hispanic women have a low participation rate in the agency’s workforce compared to the Civilian Labor Force.

FY 2005 Data:
Civilian Labor Force (CLF) = 11%
Hispanic Women = 43 (1.52%)

FY 2006 Data as of 3rd Quarter
Hispanic Women
CLF = 4.5%
FHWA = 47 (1.66%)

FY 2007 Data as of 3rd Quarter
Hispanic Women
CLF = 4.5%
FHWA = 54 (2.01%)

FY 2008 Data as 4th Quarter
CLF = 4.5%
Hispanic Women = 71 (2.51%)

 

Analyses were conducted comparing participation rates of Hispanic women applicant rates and hire rates to the CLF, as well as comparison of the separation rates with the proportion of Hispanic women in the agency’s workforce.

Hires as of 3rd Quarter 2006
Total = 182
Hispanic Women = 11 (6%)

Hires as of 3rd Quarter 2007
Total = 185
Hispanic Women = 7 (3.78%)

Hires as of 4th Quarter 2008
Total = 60
Hispanic Women = 2 (3.3%)

Separations as of 3rd Quarter 2006
Total = 67
Hispanics = 1 (1%) (Transfer)

Separations as of 3rd Quarter 2007
Total = 186
Hispanic Women = 3 (1.61%)

Separations as of 4th Quarter 2008
Total = 48
Hispanic Women = 2 (4.17%)

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.

The agency did not aggressively pursue target geographical areas with a large Hispanic population for recruitment.

OBJECTIVE:

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

To increase recruitment of Hispanic women to result in sufficient hires.

RESPONSIBLE OFFICIAL:

Director, Office of Human Resources

DATE OBJECTIVE INITIATED:

December 2005

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/09

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

Target Hispanics for mid and senior career hires

2/5/05

Develop a training course and provide training for recruiters.

12/15/05

Advertise FHWA career, employment and educational opportunities in various publications such as the Latino Expo and the Society of Hispanic Professional Engineers.

2/15/05

Concentrate recruitment efforts in the targeted states with Hispanic Serving Institutions.

5/10/05

Set goals for increasing the number of Hispanic youth participating in the FHWA transportation career education program for youth.

5/15/05

Develop and maintain a Hispanic skills databank.

6/15/05

Establish partnership agreements with Hispanic professional organizations such as the League of United Latin American Citizens and Society of Hispanic Professional Engineers.

9/15/05

Assist interested applicants to register in QuickHire and navigate the system.

9/15/05

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

FHWA had no staff dedicated to these planned activities.

 

EEOC FORM
715-01
PART I
 
     EEO Plan To Eliminate Identified Barrier
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

Update recruitment strategies that target underrepresented groups.

09/30/09

Market FHWA career, employment and educational opportunities in sources that attract underrepresented groups.

On-going

Participate in recruitment and outreach activities that target underrepresented groups. 

On-going

Recruitment team will conduct quantitative and qualitative review of results and identify areas for additional attention.

9/30/2010

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

During the year, the Hispanic Recruitment Team continued its efforts to heighten awareness of career opportunities in transportation through active recruitment with faculty and student organizations at Hispanic Serving Institutions, professional Hispanic organizations, and grass root organizations in the Hispanic community.  The team attended conferences, career fairs, and networking sessions across the United States that were targeted to the Hispanic population.  For example, the Agency participated as an exhibitor at the Annual National Conference of the United States Hispanic Leadership Institute (USHLI).  This conference is the largest gathering of Hispanic leaders in the nation promoting education, leadership development, and Latino unity.  The FHWA representatives also recruited at the University of Puerto Rico in Mayaguez, the University of Texas, the University of New Mexico, the California State University, the Hispanic Association of Colleges and Universities Conference; the Society of Hispanic Professional Engineers – Career Fair, and the MAES International Symposium and Career Fair among others.  Advertisements for Senior Executive Service positions were placed with the Conference of Minority Transportation Officials and the Women’s Transportation Society. 

Throughout FY 2008, the FHWA also participated in recruitment events sponsored by the Society of Women Engineers National Conference, Nashville, TN; and ASCE career fairs Oregon State University, Portland State University, Penn State, University of Maryland, Virginia Tech, among others.  We are developing a new corporate recruitment and outreach program that seeks to achieve greater diversity in qualified applicant pools in order to increase under-represented groups’ employment levels.

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

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?

Hispanic men are underrepresented in the agency’s workforce compared to the Civilian Labor Force (6.2%).

FY 2005 Data:
Civilian Labor Force (CLF) = 11%
Hispanic Men = 108 (3.83%)

FY 2006 Data as of 3rd Quarter
Hispanic Men
Civilian Labor Force = 6.2%
FHWA = 104 (3.68%)

FY 2007 Data as of 3rd Quarter
Hispanic Men
Civilian Labor Force = 6.2%
FHWA = 101 (3.63%)

FY 2008 Data as 4th Quarter
Hispanic Men = 110 (3.8%)
Civilian Labor Force = 7.8%

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine causes of the condition.

Analyses were conducted comparing participation rates of Hispanic men applicant rates and hire rates to the Civilian Labor Force, as well as comparison of the separation rates with the proportion of Hispanic men in the agency’s workforce. Hispanic men were hired and promoted at well below the Civilian Labor Force rate.

Hires as of 3rd Quarter 2006
Total = 182
Hispanic Men = 2 or 1.09% of total hires.

Hires as of 3rd Quarter 2007
Total = 248
Hispanic Men = 1 (0.54%)

Hires as of 4th Quarter 2008
Total = 60
Hispanic Men = 4 (6.67%)

Separations as of 3rd Quarter 2006
Total = 67
Hispanics = 1 (1%) (Transfer)

Separations as of 3rd Quarter 2007
Total = 218
Hispanic Women = 10 (5.38%)

Separations as of 4th Quarter 2008
Total = 48
Hispanic Men =  1 (2%)

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.

The agency did not aggressively pursue target geographical areas with a large Hispanic population for recruitment for mid-career hires.

 

EEOC FORM
715-01
PART I
 
EEO Plan To Eliminate Identified Barrier
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

Update recruitment strategies that target underrepresented groups.

09/30/09

Market FHWA career, employment and educational opportunities in sources that attract underrepresented groups.

On-going

Participate in recruitment and outreach activities that target underrepresented groups. 

On-going

Recruitment team will conduct quantitative and qualitative review of results and identify areas for additional attention.

9/30/2010

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

During the year, the Hispanic Recruitment Team continued its efforts to heighten awareness of career opportunities in transportation through active recruitment with faculty and student organizations at Hispanic Serving Institutions, professional Hispanic organizations, and grass root organizations in the Hispanic community.  The team attended conferences, career fairs and networking sessions across the United States, that were targeted to the Hispanic population.  For example, the Agency participated as an exhibitor at the Annual National Conference of the United States Hispanic Leadership Institute (USHLI).  This conference is the largest gathering of Hispanic leaders in the nation promoting education, leadership development, and Latino unity.  The FHWA representatives also recruited at the University of Puerto Rico in Mayaguez, the University of Texas, the University of New Mexico; the California State University, the Hispanic Association of Colleges and Universities Conference; the Society of Hispanic Professional Engineers – Career Fair, and the MAES International Symposium and Career Fair among others.  Advertisements for Senior Executive Service positions were placed with the Conference of Minority Transportation Officials. 

Throughout FY 2008, the FHWA also participated in recruitment events sponsored by ASCE and career fairs at Oregon State University, Portland State University, Penn State, University of Maryland, Virginia Tech, among others.  We are developing a new corporate recruitment and outreach program that seeks to achieve greater diversity in qualified applicant pools in order to increase under-represented groups’ employment levels.

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

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?

Asian/Pacific Islander (Asian/PI) women have a low participation rate in the FHWA workforce compared to their availability in the Civilian Labor Force CLF (1.80%).

Workforce statistics showed a disparity.  In the FHWA workforce, Asian/PI women had a participation rate of 1.58% while the CLF is 1.8%. Asian women were hired at 1.62%, a ratio slightly below their participation rate in the CLF.

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine causes of the condition.

For FY 2007, Asian/PI women were 0.65% of applicants, while the CLF for Asian women is 1.8%. In FY 2007, Asian/PI women were 1.62% of total hires, compared to the CLF of 1.8%. Asian/PI women had a lower separation rate (0.54%) than their participation rate in the FHWA workforce (1.58%).

Analyses were conducted comparing participation rates of Asian women applicant rates and hire rates to the CLF, as well as comparison of the separation rates with the proportion of Asian women in the agency’s workforce.

For FY 2008, there were 54 Asian/Pacific Islander women (1.91%) of FHWA’s permanent workforce. The CLF percentage for Asian/Pacific Islander women is 1.8%. Therefore, this effort has been completed.

Hires FY 2006
Total = 182
Asian/PI Women = 3 (1.65% )

Hires as of 3rd Quarter 2007
Asian/PI Women = 3 (1.62%)

Hires as of 4th Quarter 2008
Total = 60
Asian/PI Women = 1 (1.67%)

Separations as of 3rd Quarter 2006
Asian/PI Women = 3 (3.41%)

Separations as of 3rd Quarter 2007
Asian/PI Women = 1 (0.54%)

Separations as of 4th Quarter 2008
Total = 48
Asian/PI Women = 0

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.

DOT is receiving an insufficient number of applications from Asian women to result in hires that match or exceed their representation in the CLF.

OBJECTIVE:

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

RESPONSIBLE OFFICIAL:

Director, Office of Human Resources

DATE OBJECTIVE INITIATED:

9/30/07

TARGET DATE FOR COMPLETION OF OBJECTIVE:

3/30/09    COMPLETED

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

Update recruitment strategies that target underrepresented groups.

09/30/09

Market FHWA career, employment and educational opportunities in sources that attract underrepresented groups.

On-going

Participate in recruitment and outreach activities that target underrepresented groups. 

On-going

Recruitment team will conduct quantitative and qualitative review of results and identify areas for additional attention.

9/30/2010

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

In FY 2008, the FHWA was able to complete this effort. The FHWA’s workforce ratio for Asian/Pacific Islander women matches the CLF percentage rate of 1.9%.

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

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?

White women have a low participation rate in the FHWA workforce compared to their availability in the Civilian Labor Force CLF).

Workforce statistics showed a disparity.  In the FHWA workforce, White women have a participation rate of 23.42% while the CLF is 33.7%. White women were hired at a ratio well below their participation rate in the CLF.

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine causes of the condition.

For FY 2007, White women were 28.74% of applicants, while the CLF for White women is 33.7%. In FY 2007, White women were 22.70% of total hires, compared to the CLF of 33.7%. White women had a slightly higher separation rate (23.94%) than their participation rate in the FHWA workforce (23.42%).

Analyses were conducted comparing participation rates of White women applicant rates and hire rates to the CLF, as well as comparison of the separation rates with the proportion of White women in the agency’s workforce.

For FY 2008, white females comprised 649 or 22.9% of FHWA’s workforce. The CLF rate is 32.8%.

Hires FY 2006
Total = 200
White Women = 45 (22.50% )

Hires as of 3rd Quarter 2007
White Women = 42 (22.70%)

Hires as of 4th Quarter 2008
Total = 60
White Women = 11 (18.33%)

Separations as of 3rd Quarter 2006
Total = 215
White Women = 56 (26.05%)

Separations as of 3rd Quarter 2007
White Women = 45 (23.94%)

Separations as of 4th Quarter 2008
Total = 48
White Women = 13 (27.08%)

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.

FHWA is receiving an insufficient number of applications from White women to result in hires that match or exceed their representation in the CLF, especially in the mission oriented occupations. White women had a higher separation rate (27.08%) than their participation rate in the FHWA workforce (22.99%).

OBJECTIVE:

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

To improve recruitment of White women in the targeted mission oriented occupations so that a sufficient number of applications are received to result in improved hiring of White women.

RESPONSIBLE OFFICIAL:

Director, Office of Human Resources

DATE OBJECTIVE INITIATED:

9/30/07

TARGET DATE FOR COMPLETION OF OBJECTIVE:

3/30/09    COMPLETED

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

Update recruitment strategies that target underrepresented groups.

09/30/09

Market FHWA career, employment and educational opportunities in sources that attract underrepresented groups.

On-going

Participate in recruitment and outreach activities that target underrepresented groups. 

On-going

Recruitment team will conduct quantitative and qualitative review of results and identify areas for additional attention.

9/30/2010

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

Throughout FY 2008, the FHWA also participated in recruitment events sponsored by the Society of Women Engineers National Conference, Nashville, TN; and ASCE career fairs Oregon State University, Portland State University, Penn State, University of Maryland, Virginia Tech, among others.  We are developing a new corporate recruitment and outreach program that seeks to achieve greater qualified applicant pools in order to increase under-represented groups’ employment levels.

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

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.

The agency’s annual reporting of workforce data revealed the low participation rate for this group.

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine causes of the condition.

Persons with Targeted Disabilities:
FY 2004 - 22
FY 2005 – 23
FY 2006 – 25
FY 2007 - 29
% of FHWA - .91.04%

FY 2008 – 31  (1.10%)

*U.S. DOT has established a hiring goal of 3% for target disabilities

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.

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:

Director, Office of Human Resources

DATE OBJECTIVE INITIATED:

11/01/05

TARGET DATE FOR COMPLETION OF OBJECTIVE:

9/30/08

 

EEOC FORM
715-01
PART I
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)

PLANNED ACTIVITIES

The Office of Civil Rights and the Office of Human Resources will present a series of presentations, web conferences, and technical assistance tools on disability employment and reasonable accommodations. 

The Office of Civil Rights will invite subject matter experts from EEOC to provide training on legal mandates for Reasonable Accommodations  for FHWA Managers and Supervisors.

FHWA will expand its recruitment efforts to conduct more direct recruitment and community outreach  especially in the agencies’ key pipeline postsecondary student programs.

09/03/09

04/30/00

The Office of Civil Rights and the Office of Human Resources will collaborate to update the Disability Program Webpage for managers, supervisors, and team leaders. 

01/15/2010

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 with the potential for conversion to permanent.

Ongoing

The Office of Human Resources and the Office of Civil Rights and will review the current  questions in the exit interviews to identify if additional barriers exist for employees with targeted disabilities.

09/30/09

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

In FY 2008, FHWA representatives attended several Disability Employment and Awareness events in an effort to improve and increase outreach efforts to persons with targeted disabilities.  Agency representatives attended the Disability Workforce Consortium (FDWC) meeting, Careers for the disAbled Magazine Career Expo; Deaf and Hard of Hearing in Government Conference; Federal Disability Workforce Consortium (FDWC); FAA National People with Targeted Disabilities Conference; and Federal Disability Workforce Consortium (FDWC) meetings.  The agency also marketed non-competitive vacancy announcements with the Council of State Administrators of Vocational Rehabilitation (CSAVR) and Employment Coordinators at U.S. Department of Veterans Affairs to solicit applicants with targeted disabilities. 

As a result of the agency’s recruitment efforts in 2008, the FHWA hired three persons with targeted disabilities.  In 2007, the Agency hired three persons with targeted disabilities and in 2006, four persons with targeted disabilities.  As a result the total number of individuals with targeted disabilities has increased from 25 to 32 or 21.8% since 2006.

Previous   |    Next

Page last modified on May 18, 2012.
Federal Highway Administration | 1200 New Jersey Avenue, SE | Washington, DC 20590 | 202-366-4000