Special Emphasis Programs

Pacific West Area

James Pan(Chemist)

Special Emphasis Program ManagerAsian American/Pacific Islander Program

Pacific West Area

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What are PWA Special Emphasis Programs (SEPs)and why are they needed?

Duties, roles and responsibilities of the Special Emphasis Program Manager.

Sponsoring Special Emphasis Program activities.

What does it take to be a SEPM?

Strategies for managing the Special Emphasis Programs.

2

Course Content

The Special Emphasis Program is a management program designed to promote equal opportunity in the hiring, advancement, training, and treatment of women, minorities, and individuals with disabilities.

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What is the Special Emphasis Program (SEP)?

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Why are Special Emphasis Programs Needed?

Special Emphasis Programs advocate necessary change to overcome barriers that restrict equal employment opportunity for groups underrepresented groups in the workforce and/or in the higher grade levels.

Asian/PI Total Asian/PI Men Asian/PI Women0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

14.00%

3.80%

2.00% 1.80%

12.42%

7.13%

5.29%

PWA WF PROFILE DATAPermanent Employees

CLFPWA Workforce

5

Asian/Pacific Islander employees represent 12.42% of the total PWA permanent workforce (983).

Asian/Pacific Islander employees are better represented in the PWA than in the CLF – 12.42% as compared to 3.80%. Among the 122 permanent Asian/Pacific Islander employees in the PWA, 70 were male and 52 were female.

Executive/Senior Level (Grade 15 & SES)

Mid-Level (Grades 13 & 14)

First-Level (Grades 12 & below)

Other Officials & Managers

0 100 200 300

93

196

71

23

10

36

6

5

PWA WF PROFILE DATAOccupational Category – Officials &

ManagersPermanent Employees

Asian/PI EmployeesPWA Total Em-ployees

6

Familiar with Federal Equal Opportunity Recruitment Program

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The Civil Rights Act of 1964 was passed. The Federal government was not covered by this Act.

SEP 24, 1965: Johnson issued Executive Order 11246 that prohibits discrimination based on race, color, national origin, and religion in the Federal government (sex was added as a discriminating factor in 1967). The Order establish that each executive department and agency would promote full realization of equal employment opportunity through a positive and continuing program.

1969: President Nixon signed Executive Order 11478, requiring agencies to develop and implement an affirmative program in the Federal government to assist in alleviating the problem of discrimination.

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Legal Basis for SEPs

OPM has given Federal agencies discretion in deciding which groups should be represented.

USDA’s-Office of the Assistant Secretary for Civil Rights has directed that the Department establish SEPs and appoint SEPMs for the following groups: African Americans; American Indian/Alaska Natives; Asian American/Pacific islanders; Person with Disabilities; Gay, Lesbian, Bisexual, and Transgendered; Hispanics; and Women.

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Who Decides What SEPMs Should Be Appointed?

Federal Women’s Program Manager Disability Employment Program Manager Hispanic Employment Program Manager African-American Program Manager Asian American/Pacific Islanders Program

Manager Native American Program Manager

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Current PWA SEPMs

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African-American ProgramChandra Holifield-CollinsUSDA-ARS-PWASouthwest Watershed Research2000 E. Allen RoadTucson, AZ 85719-1596

Asian American/Pacific Islanders ProgramJames PanUSDA-ARS-PWAProcessed Foods Research800 Buchanan StreetAlbany, CA 94710

Disability Employment ProgramDave WellerUSDA-ARS-PWARoot Disease & Biological Control Research367 Johnson Hall, WSUPullman, WA 99164-6430

PWA SPECIAL EMPHASIS PROGRAM MANAGERS

Federal Women's ProgramGloria DeGrandi-HoffmanUSDA-ARS-PWAHoney Bee Research2000 East Allen RoadTucson, AZ 85719-1596

Hispanic Employment ProgramEduardo BautistaUSDA-ARS-PWAWater Management & \Conservation Research21881 North Cardon LaneMaricopa, AZ 85239

Native American ProgramTom UnruhUSDA-ARS-PWAFruit & Vegetable Research5230 Konnowac Pass RoadWapato, WA 98951

Provide support to EEO program goals

Involvement leads to buy-in for EEO projects and programs

Valuable source of networking

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Why are Special Emphasis Program Managers (SEPMs) Needed?

To address the unique concerns of special emphasis groups in achieving diversity, inclusion and equal opportunity in employment activities.

Examples include:

Analysis of the barriers affecting the recruitment and advancement of women and minorities.

Development of contacts to provide hiring officials sources of outreach for underrepresented groups.

Coordination or sponsoring of special observance events which focus on education.

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Responsibilities of the SEPMs

Strong commitment/genuinely interested

RL/Supervisor support/approval (5-20% time)

Strong oral and written communication skills

Ability to work with diverse groups

Team player/detail oriented

Work independently/self-motivated

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What Does It Take?

Not enough time to devote to SEPM activities

Managers & Supervisors do not know what the function and purpose of the program is

Not enough training

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Potential Barriers for SEPMs

Keys to Success

Involve ODEO Manager in your program

Keep your supervisor informed

Develop and maintain contacts with organizations that serve your target group

Publicize & Promote the SEP to Area employees – BE VISIBLE

Develop work plans & follow through

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Establish a reference library(directives, recruitment sources, networking sources, etc.)

Set up a filing system(program related materials)

Meet with the SEP Committee

Work with your ODEO Program Manager

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Implementing Your Special Emphasis Program

Sing Tao Daily (Internet option – NY, SF, Chicago, LA, etc.)

World Journal (Used by CIA extensively between 9/09 and 1/10 – NY, SF, Chicago, LA, etc.)

KTSF 26: The Face of the Bay Area (Chinese, Japanese, Korean, Vietnamese)

KCNS Channel 38: Sino TV (Asian/Multicultural Television – SF Bay Area)

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Sampling of Recruitment Sources

Mentoring/Project SEED (ACS) Summer Internship Programs Agricultural Sciences Academic Workshop USDA-HSI Student Ambassador Program Pumping Up the Math & Science Pipeline

Program USDA/ARS Future Scientists Summer

Institute

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Examples of Current PWA Student Outreach Programs

Work with ODEO Manager to:

Analyze the workforce & identify barriers to the employment and advancement of women, minorities, and individuals with disabilities.

Prioritize the barriers & develop a plan of action.

Provide your findings to management. Coordinate & carry out the action

plans. Follow up.

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Identifying Problems/Barriers

Establish contact with Committee Chairs

Increase personal involvement, which promotes a sense of commitment

Promote SEPMs as a valuable source of information

Endorse routine face-to-face meetings or teleconferences

21

Working with Area Committees:Location Diversity/EEO CommitteesPWA Workforce Diversity Committee

Members function as a unit

Members participate actively in group efforts

Members work toward common goals

Members have the data and skills needed to attain the group’s goals

Members ask for, and receive, suggestions, opinions from each other.

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The SEPM Committee

Sponsor activities that support the mission of the SEP (to promote equal opportunity in the hiring, advancement, training and treatment of women, minorities, and individuals with disabilities)

Choose appropriate training /event topics with two goals in mind:1. Educate (subject matter experts)2. Celebrate (special emphasis month events)

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Sponsoring SEP Activities

Mechanics Of Upward Mobility (invite top management speakers)

Employment Applications/Merit Promotion (invite personnel office speakers)

Special Emphasis Month Commemorations

Seminars (invite subject experts, career forum, sharing of personal experiences, etc.)

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Possible SEP Activities

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Summary• Special Emphasis Programs are an integral

part of the ARS Outreach, Diversity and Equal Opportunity Program.

• Special Emphasis Program Managers were established to assist agencies in ensuring that EEO is present in all aspects of employment and that positive actions are being taken to address underrepresentation.

• SEPMs provide advice and assistance to management and supervisory officials to help them meet EEO program goals and objectives.

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Conclusions/Thoughts

• Learning opportunity

• Personal growth opportunity

• Sense of accomplishment/personal satisfaction

• Making a difference in PWA for underrepresented groups

“Our AAPI communities haveroots that span the globe, butthey embody a rich diversity, and a story of striving andsuccess that are uniquely American.”

~President Barack Obama

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Acknowledgements

Norma WarnerInstructorUSDA Graduate SchoolManaging a SEP(for sharing some of her slides)

Matthew TomUSDA-ARS-PWAEngineering TechnicianProcessed Foods ResearchWestern Regional Research Center

Charmaine ScardinaUSDA-ARS-PWA-OADEqual Employment Specialist

Robert MatteriUSDA-ARS-PWAAssociate Area Director

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Become an SEPM – volunteer or provide a recommendation when

vacancies need to be filled!

Thank you!