Numerical Goals

FY22 Numerical Goals

1. Area To Be Addressed:

Address DHR Region 1's underutilization of 86 Hispanics and 99 Asians in the Technicians EEO Job category, 4 African Americans, 8 Hispanics, 6 Females, and 1 Asian in the Skilled Craft EEO Job category, and 69 Hispanics in the Services Maintenance EEO Job category.

Goal: 

Reduce Region 1 underutilizations as stated above.

Objective: 

For FY22, as vacancies occur, hire/promote at least 10 Hispanics and 10 Asians in the Technicians EEO Job category, 1 Hispanic and 1 Female in the Skilled Craft EEO Job Category, and 5 Hispanics in the Services Maintenance EEO Job category.


2. Area To Be Addressed:

DHR Region 2 has no underutilization, however efforts will be made to continue to diversify our workforce with qualified people.


3. Area to Be Addressed:

DHR Region 3 has an underutilization of 3 Asians in the Professionals EEO Job category and 1 Asian in the Para-Professional EEO Job Category. However, the civilian labor force of Asians in the Professionals EEO Job Category is less than 2%, and therefore no goals are required. DHR Region 3 has 1 Asian underutilization in the Para-Professionals EEO Job Category; however, DHR does not count Para-Professional missed opportunities, because the data is not reliable. Efforts will be made to continue to diversify our workforce with qualified people.

Goal:
Reduce Region 3 underutilizations as stated above, even though it is not required.
Objective:
For FY22, as vacancies occur, efforts will be made to continue to diversify our workforce with qualified people.


4.
Area To Be Addressed:

Address DHR Region 4's underutilization of 1 Asian in the Professionals EEO Job category, and 1 American Indian/Alaskan Native and 52 Females in the Technicians EEO Job category. DHR Region 4 has 1 African American underutilization in the Para-Professionals EEO Job Category; however, DHR does not count Para-Professional missed opportunities, because the data is not reliable. The civilian labor force of Asians in the Professionals EEO Job category and American Indian/Alaskan Native in Technicians EEO Job category is less than 2%, and therefore no goals are required for these two EEO Job Categories. However, efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 4 underutilizations as stated above.
Objective:
For FY22, as vacancies occur, hire/promote at least 5 Females in the Technicians EEO Job category.

5. Area To Be Addressed:

Address DHR Region 5's underutilization of 8 Asians in the Professionals EEO Job category, 3 Asians in the Technicians EEO Job category, and 1 African American in the Service/Maintenance EEO Job category.

Goal: 
Reduce Region 5 underutilizations as stated above.

Objective:

For FY22, as vacancies occur, hire/promote at least 1 Asian in the Professionals EEO Job category, 1 Asian in the Technicians EEO Job category, and 1 African American in Service/Maintenance category.


6. Area To Be Addressed:

Address DHR Region 6's underutilization of 9 Asians in the Professionals EEO Job category.
Goal:

Reduce Region 6 underutilizations as stated above.
Objective:

For FY22, as vacancies occur, hire/promote at least 1 Asian in the Professionals EEO Job category.


7. Area To Be Addressed:

Address DHR Region 7's underutilizations of 3 Females in Protective Services EEO Job category, 1 Female in the Skilled Craft EEO Job category, and 1 Hispanic in the Service Maintenance EEO Job category. DHR Region 7 has 1 Asian, 1 American Indian/Alaskan Native, and 3 African American underutilizations in the Para-Professionals EEO Job Category; however, DHR does not count Para-Professional missed opportunities, because the data is not reliable.

Goal:

Reduce Region 7's underutilization as stated above.

Objective:

For FY22, as vacancies occur, hire/promote at least 1 Female in the Protective Services EEO Job category, 1 Female in the Skilled Craft EEO Job category, and 1 Hispanic in the Service/Maintenance EEO Job category.


8. Area To Be Addressed:

DHR Region 8's underutilizations of 2 African Americans in Protective Services EEO Job category, 2 Females in the Skilled Craft category, and 3 Hispanics in the Service Maintenance EEO Job category. The civilian labor force of Hispanics and Asians in the Technicians and Asians in Service Maintenance is less than 2%, and therefore no goals are required. However, efforts will be made to continue to diversify our workforce with qualified people.
Goal:

Reduce Region 8 underutilizations as stated above.

Objective:

For FY22, as vacancies occur, hire/promote at least 1 African American in the Protective Services category, 1 Female in the Skilled Craft EEO Job category, and 1 Hispanic in the Service/Maintenance EEO Job category.


9. Area To Be Addressed:

DHR Region 9 has an underutilization of 1 Asian in the Professionals EEO Job category; however, the civilian labor force of Asians is less than 2% in the Professionals EEO Job Category, and therefore no goals are required. Nonetheless, efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 9 underutilizations as stated above, even though it is not required.

Objective:

For FY22, as vacancies occur, hire/promote an Asian in the Professionals category.


10. Area To Be Addressed:

DHR Region 10 has an underutilization of 5 Asians in the Professionals EEO Job category, 4 Asians in the Technicians EEO Job category, 1 African American in the Administrative Support EEO Job category and 1 Female in the Skilled Craft EEO Job category. The civilian labor force of Asians in the Professionals EEO Job category and Asians in the Technicians EEO Job is less than 2%, and therefore no goals are required. However, efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 10 underutilizations as stated above, even though it is not required.

Objective:

For FY22, as vacancies occur, hire/promote at least 1 African American in the Administrative Support EEO Job category and 1 Female in the Skilled Craft EEO Job category.


Listed below are the action items that will be implemented for all underutilization in each region as stated above:


a.  The Bureau of Civil Affairs will monitor and report on agency efforts to utilize hiring opportunities to meet the new performance standard regarding minorities, i.e. Black or African American, Hispanic/Latino, Asian, American Indian or Alaska Native, and Native Hawaiian or Other Pacific Islander and Females each quarter to address underutilization and attempt to reach Affirmative Action hiring goals. Reports will be disseminated through the Recruitment, Hiring, and Retention Committee.

  • Assignment of Responsibility  - Bureau of Civil Affairs (BCA)
  • Completion Target Date - Quarterly/Annually
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.


b.  The Recruitment, Hiring, and Retention Committee will discuss strategies for improving the agency's performance in achieving underutilization goals. Progress will be tracked through this committee.

  • Assignment of Responsibility - Recruitment, Hiring, and Retention Committee
  • Completion Target Date - Quarterly/Annually
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.


c.  The Bureau of Recruitment and Selection will maintain and report on the number of minority applicants who are recruited for employment within DHS in areas of underutilization on a quarterly basis during the Recruitment Hiring and Retention Committee meetings. 

  • Assignment of Responsibility - Bureau of Recruitment and Selection
  • Completion Target Date - Quarterly/Annually
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.