1. VACO MD-715 Workforce Data for FY 2011 Part I Plan
OFFICE OF DIVERSITY MANAGEMENT AND
EQUAL EMPLOYMENT OPPORTUNITY
A program office within VA’s
Office of Human Resources and Administration 1

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 women
PM = Hawaiian or other Pacific Islander men;
PW = Hawaiian or other Pacific Islander women
IM 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 1-4 Definitions
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

4. VACO Supervisory Level 1-4 Definitions
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

5. 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.

6. Onboard v. RCLF
Less than expected representation of White men & women %
Less than expected representation of Asian men & women

7. Trigger 1: Underrepresentation
There are 119 occupational codes under VACO’s umbrella, below represents the unofficial or major listing where underparticipation exist:
260 Equal Employment Opportunity (WM, WW, HM, AM)
301 Miscellaneous Administration and Program (WM, WW, HM, HW, AM, AW, IW)
303 Miscellaneous Clerk Assistant (WM, WW, HW)
343 Mgmt & Program Analysis (WM, AM, IM)
391 Telecommunications (WM, HM, HW, AM)
501 Financial Admin & Program (WW, HM, HW, AW, IM)
510 Accounting (WM, WW, AM, AW)
525 Accounting (WW, AM, AW)
905 General Attorney (WM, HM)
950 Paralegal (WW, HW, AM)
986 Legal Assistance (WM, WW, HM, HW, IW)
1102 Contracting (WM, WW, HW)
2210 Information Technical Management (WM, WW, AM, AW)

8. 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
* Special Hiring Authority

9. Trigger 2: Promotions % GS/GM 13-15
Promotions of White, Hispanic and Asian men are not proportionate compared to the other groups for this GS/GM grade range %

10. Trigger 2: Promotions % GS/GM 7, 9, 11, 12
Promotions of White men are not proportionate compared to the other groups for this GS/GM grade range
GS/GM 7, 9, 11, 12 %

11. Targeted Disability Promotions
Permanent only, as of August 2010
*TD Promotions (Expected) = Promotions Percent) times Onboard (TD)
(Individual qualifications not taken into account )
Occupational Series
Onboard (TD)
Onboard (Total)
Promotion (Total)
Promotion (Percent)
*TD Promotion (Expected)
TD Promotion (Actual)
TD Promotion (Variation)
0201 Human Resources Management
167 39
23%
0260 Equal Employment Opportunity 7
111 17
15% 1 -1
0301 Miscellaneous Admin and Program 5
537 97
18%
0303 Miscellaneous Clerk and Assistant 8
259 27
10%
0343 Mgmt & Program Analysis 11
743
112 2
0391 Telecommunications
159 14 9%
0501 financial Administration & Program
152 52
34%
0510 Accounting 3
131 25
19%
0525 Accounting Technician
163 7%
0801 General Engineering
102
11%
0905 General Attorney 6
923
251
27%
0950 Paralegal Specialist
123 22
0986 Legal Assistant
113
1102 Contracting
428
107
25%
2210 Information Tech Mgmt 98
6171
908 15

12. Leadership % Leadership definitions defined on slides 3 and 4
White women seem to have some difficulty moving into leadership positions
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.

13. Career Improvement % Pool: VA GS grade 1-9, permanent only.
Improved: Those who moved to occupations with higher average grades
White men, Black men, Asian men and women, and Indian women seem to have some difficulty moving into occupations with higher earnings potential %

14. Trigger 3: Targeted Disabilities
2011 Goal: 2%
FY10
FY09
DIFFERENCE
Staff Offices
1.48%
1.59%
-0.11% VA
1.51%
1.43%
0.8%

15. Targeted Disability Hires
2011 Goal: 2%
Total Hires
TD Hires
% TD Hires
Staff Offices
1,274 8
.63 VA
40,208
581
1.44

16. Special Hiring Authorities
30% Service Connected Disability
Disabled Veteran, Chap. 31 Training
Mental or Physical Disability
VA Schedule A BVA or Readjust.
Workforce Recruitment Program (WRP)
Staff Offices 11 6 VA
171 15
152 8 24
Figures based on 40,208 total hires in FY2010 for VA.

17. Trigger 4: Disabled Veterans
Station
F72010
FY09
Difference
Staff Offices
15.97%
14.75%
1.22% VA
9.02%
8.48%
0.54%

18. Veterans By Age and Grade
Retirement Eligible
The majority of all three grade groups are approaching retirement age.
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.