1 Office of Diversity and Inclusion A program office within VA’s Office of Human Resources and Administration VA MD-715 Workforce Data for FY 2011 Part.

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Office of Diversity and InclusionA program office within VA’s

Office of Human Resources and Administration

VA MD-715 Workforce Data

for FY 2011 Part I Plan

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2

Labeling Conventions• MD-715 refers to EEOC Management Directive 715.• Onboard workforce data reflects FY2010.• RCLF refers to the Relevant Civilian Labor Force from the 2000 Census,

which is limited to VA occupations in VA proportions.• The term “trigger” refers to a data anomaly that merits further review. It

may or may not turn out to be a “barrier” requiring planning and action.• 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 men; AW = Asian American womenPM = Hawaiian or other Pacific Islander men;PW = Hawaiian or other Pacific Islander womenIM or Indian = American Indian or Alaska Native men; IW or Indian = American Indian or Alaska Native women

Note: Data in this presentation incorporate both permanent and temporary employees

3

Field Supervisory Level 1-4Definitions

• Supervisory Level 1 for Field = Field Facility Director, VISN Director • Supervisory Level 2 for Field = VISN Deputy Director, VISN Chief

Medical Officer, Associate Director, Chief of Staff, Nurse Executive/Chief Nurse

• Supervisory Level 3 for Field = Assistant Director• Supervisory Level 4 for Field = Chief, Medical Administration Officer

(Independent OPC), Field Supervisor, VCSFO

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VACO Supervisory Level 1-4Definitions

• Supervisory Level 1 for VACO = Administrator, Deputy Administrator, Associate Deputy Administrator, Assistant Deputy Administrator, Chief Benefits Director, Chief Data Management, Chief Medical Director, Director, National Cemetery System, Staff Office Head

• Supervisory Level 2 for VACO = Deputy Chief Medical Director, Assistant Chief Medical Director, Deputy Assistant Chief Medical Director, Deputy Chief Benefits Director, Deputy and Assistant Deputy Chief Data Management Directors, Deputy Director, National Cemetery System, Associate Deputy Chief Medical Director, Associate Deputy Chief Medical Director for Operations, Assistant Staff Office Head

• Supervisory Level 3 for VACO = Director of Service or Staff, Area Field Directors

• Supervisory Level 4 for VACO = Assistant, Associate or Deputy Director of Service or Staff, Deputy Assistant General Counsel, Construction Project Supervisor

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VA Diversity & Inclusion Strategic Plan

Trigger 1 addresses Goal 1 of the VA Diversity and Inclusion Strategic Plan (DISP): Create a diverse, high performing workforce that reflects the communities we serve by identifying and eliminating barriers to equal opportunity.

Triggers 2, 3, and 4 address Goal 2: Cultivate an inclusive workplace that enables full participation through strategic outreach and retention.

Trigger 5, not shown, addresses Goal 3: Outstanding customer service and stakeholder relations by promoting cultural competency,

accountability, education, and communication.

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VA Onboard v. RCLF

%

Less than expected representation of White Women

Less than expected representation of Hispanic

Women

7

Trigger 1: Underrepresentation

8

Trigger 1: Underrepresentation

VA Hiring v. Availability

%

* Special Hiring Authority

Hiring must be greater than onboard to eventually reach RCLF

Hiring must be greater than onboard to eventually reach RCLF

Trigger 2: Promotions

%

GS/GM 13-15

Overall, the promotions are proportionate for this GS/GM grade range

Trigger 2: Promotions

%

GS/GM 7, 9, 11, 12

Overall, the promotions are proportionate for this GS/GM grade range with slight

underparticipation in White & Asian women

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Targeted Disability PromotionsPermanent only, as of August 2010

*TD Promotions (Expected) = Promotions Percent) times Onboard (TD) (Individual qualifications not taken into account )

Occupational SeriesOnboard (TD)

Onboard (Total)

Promotion (Total)

Promotion (Percent)

*TD Promotion (Expected)

TD Promotion (Actual)

TD Promotion (Variation)

0101 Social Science 86 2,260 233 10% 9 12 3

0201 Human Resources Management 33 2,812 928 33% 11 8 -3

0301 Miscellaneous Administration and Program 75 6,794 1,416 21% 16 17 1

0303 Miscellaneous Clerk and Assistant 448 16,526 1,859 11% 49 46 -3

0601 General Health Science 113 5,243 264 5% 6 8 2

0610 Nurse 293 53,648 3,383 6% 18 9 -9

0621 Nursing Assistant 122 10,068 519 5% 6 2 -4

0622 Medical Supply Aide and Technician 56 2,350 443 19% 10 10 0

0640 Health Aid and Technician 150 7,534 556 7% 11 16 5

0679 Medical Support Assistance 253 9,557 684 6% 15 16 -1

0901 General Legal and Kindred Administration 13 951 393 41% 5 3 2

0996 Veterans Claims Examining 206 12,063 6,048 50% 95 104 9

0998 Claims Assistance and Examining 78 2,166 604 28% 20 17 -3

2210 Information Technology Management 98 6,186 1,057 17% 16 17 1

3566 Custodial Worker 482 10,198 1,221 12% 53 48 -5

7408 Food Service Worker 244 6,925 896 13% 29 19 -10

Leadership

%

Leadership definitions defined on slides 3 and 4

Pool of Leadership Grades include: GS/GM grades 14 & 15, SES, 7401 Physician, Dentists VM/J, 7405 Physician, Dentists AD/L, 7401 Nurses, PA, EFDA VN/K grades 4 & 5, 7405 Nurses, PA, and EFDA AD/M grades 4 & 5.

Leadership

%

Leadership definitions defined on slides 3 and 4

White women seem to have some difficulty

moving into leadership positions

Pool of Leadership Grades include: GS/GM grades 14 & 15, SES, 7401 Physician, Dentists VM/J, 7405 Physician, Dentists AD/L, 7401 Nurses, PA, EFDA VN/K grades 4 & 5, 7405 Nurses, PA, and EFDA AD/M grades 4 & 5.

Career Improvement

%

Pool: VA GS grade 1-9, permanent only.

Improved: Those who moved to occupations with higher average grades

No apparent barriers to career improvement

2011 Goal: 2%

FY10 FY09 DIFFERENCE

VHA/Canteen 1.46% 1.36% 0.10%

VBA 2.25% 2.27% -0.02%

NCA 1.53% 1.54% -0.01%

Staff Offices 1.48% 1.59% -0.11%

VA 1.51% 1.43% 0.8%

Trigger 3: Targeted Disabilities

2011 Goal: 2%

Total Hires TD Hires % TD Hires

VHA/Canteen 35,543 508 1.43

VBA 3,036 60 1.98

NCA 355 5 1.41

Staff Offices 1,274 8 .63

VA 40,208 581 1.44

Targeted Disability Hires

Special Hiring Authorities30%

Service Connected Disability

Disabled Veteran, Chap. 31 Training

Mental or Physical Disability

VA Schedule A BVA or Readjust.

Workforce Recruitment

Program (WRP)

VHA/

Canteen106 7 128 8 8

VBA 49 8 15 0 16

NCA 5 0 3 0 0

Staff Offices

11 0 6 0 0

VA 171 15 152 8 24

Figures based on 40,208 total hires in FY2010 for VA.

Station F72010 FY09 Difference

VHA/Canteen 7.31% 6.93% 0.38%

VBA 26.92% 25.37% 1.55%

NCA 20.94% 18.78% 2.16%

Staff Offices 15.97% 14.75% 1.22%

VA 9.02% 8.48% 0.54%

Trigger 4: Disabled Veterans

Veterans By Age and GradeRetirement Eligible

The point here is, government employment are usually second careers for Veterans, so they don’t stay as long, which means much more effort keeping the representation constant is necessary.

The majority of all three grade groups are approaching retirement age.